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In the event an employee has less hours in their l eave bank at the time the cash -out is to be paid than they had previously elected to cash-out, the employee shall only be paid for up to the amount that was accrued that calendar year that is remaining in their designated leave bank at the time of the actual cash- out.
If an employee makes an irrevocable election to cash-out leave in the following calendar year and uses leave during that subsequent calendar year, the leave used may come from leave the employee had earned (if any) prior to January 1st of the calendar year the employee had elected to cash-out and/or in the same calendar year. The employee’s use of earned, but unused leave accumulated from previous calendar years shall not result in a reduction in the amount of leave hours the employee is elig ible to cash-out.
An employee who experiences an unforeseeable emergency may be permitted to make a new irrevocable election and/or to increase the amount of a previous election, subject to the same value that was permitted at the time the annual irrevocable election forms were due.
For these purposes, an “unforeseeable emergency” means a financial hardship to the employee resulting from any of the following:
• Accident, illness, injury or death of the employee or an immediate family member. For this purpose, an “immediate family member” is restricted to a spouse, registered domestic partner, child/legal dependent, or parent; or
• Loss of extensive damage to the employee’s property due to casualty; or
• Other similar extraordinary and unforeseeable circumstances arising as a result of events beyond the control of the participant.
Whether an occurrence is an unforeseeable emergency shall be solely determined by the City Manager or designee.
The City shall make a form available for employees to make their irrevocable election.
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ARTICLE 9 – TRANSFER OF LEAVE CREDITS
Upon official request by an employee experiencing a catastrophic illness/injury or event, the employee’s department director or the Association on behalf of the employee, the City Manag er or his designee may allow individual employees the opportunity to transfer sick leave, vacation or holiday credits to another employee who has experienced a catastrophic event.
All conditions for this transfer shall be in compliance with the City’s Tra nsfer of Leave (Catastrophic Leave) Policy. Sick leave donated will not be counted against sick leave incentive pay.
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ARTICLE 10 – THE COMPENSATION PLAN
Section 1 Salary Advancement
The Compensation Plan of the City of National City has the following characteristics:
1. Each salary range consists of five (5) steps.
2. The increase from one step to the next step on each salary range is as indicated in the salary schedule.
3. Career part-time employees represented by the unit shall be eligible for step increases at a pro-rated time interval as regular career full-time employees.
Salary advancement for each employee shall not be automatic, but shall depend upon the increased value of an employee to the City, as reflected by the recommendations of the employee's s upervisor and department head and all other pertinent evidence. The success of the Compensation Plan depends upon incentives which will encourage employees to put forth increasing efforts as they advance through the salary steps of the salary range.
Section 2 Salary Steps
The steps of the salary range shall be interpreted and applied as follows. The second, third, fourth and fifth salary steps are incentive adjustments to encourage an employee to continue to improve his/her work. There shall be a five (5) percent differential between each of the five (5) steps.
1. The first salary step is the minimum rate and will normally be the hiring rate. Appointment may be made to other than the normal entering salary step upon the recommendation of the department head and upon the approval of the City Manager, when it is decided that such action is in the best interests of the City.
2. The second salary step : Six (6) months of satisfactory service, normally, shall make an employee eligible for consideration for this sala ry advancement. This salary advancement shall be made only if recommended by the department head and if approved by the City Manager.
3. The third salary step: Twelve (12) months of satisfactory service at the second salary step, normally shall make an employee eligible for consideration for this salary advancement. This salary advancement shall be made only if recommended by the department head and if approved by the City Manager.
4. The fourth salary step: Twelve (12) months of satisfactory service at the third step normally shall make an employee eligible for consideration for this salary advancement. This salary advancement shall be made only if recommended by the department head and if approved by the City Manager.
5. The fifth salary step: Twelve (12) months of satisfactory service at the fourth step normally shall make an employee eligible for consideration for this salary advancement. This salary advancement shall be made only if recommended by the department head and if approved by the City Manager.
Section 2 Salary Steps (continued)
All rates shown and conditions set forth herein, are in full payment for services rendered and are intended to cover full payment for the number of hours now regularly worked in each class. Employees engaged for less than full-time should be paid a proportionate part of these salaries, or by hourly rate of pay that falls within these ranges.
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Each promotion shall carry with it a salary increase of at least five (5) percent as long as such increase does not exceed the top step of the new classification.
The provisions of this article are based upon the salary schedules adopted by the City.
Section 3 Performance Reports
Notwithstanding any of the other provisions of this article, no employee shall be denied a step advan cement consistent with normal practice whose last performance report had an overall rating of STANDARD, ABOVE STANDARD or OUTSTANDING, if that performance report was made within the last 30 calendar days. If step is denied, a new performance report will b e completed and performance will be reviewed every sixty (60) calendar days for reconsideration of the step increase.
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ARTICLE 11 – OVERTIME
Section 1 Standard Overtime
A. The smallest unit of time credited as overtime shall be one-tenth (1/10) hour.
B. Overtime worked that is less than one-quarter (1/4) hour shall be rounded off to the nearest quarter hour each week.
C. Overtime credit must be for work specifically suffered, ordered, requested or approved by the department head or a designated representative. Overtime compensation or compensating time shall be earned at the rate of one and one-half (1-1/2) times the eligible hours.
D. Overtime compensation or compensating time shall be granted for hours exceeding forty (40) hours of time actually wor ked. Time worked includes all paid hours including sick leave, leaves during which Worker Compensation is paid, pre-approved vacation time, holidays, furloughs, or any other time away from the job that is paid. The normal work week varies among City employees, and shall be determined by the employees official schedule or other approved schedule documentation on file in the Human Resources Department. Work, other than normal work schedule, directed for annual special events, as stated in Policy 802, will be compensated according to overtime rates. For those events where the City Council approves overtime, employees working those events shall receive overtime pay.
E. An employee who is directed by the department director to attend commission or council meetings held after normal working hours will be compensated per the "call-back" provision.
Section 2 Compensating Time Off
In compliance with the Fair Labor Standards Act, the maximum accrual of compensatory time is (200) hours total, and may carry over from year to year.
A. Consistent with the provisions of Section 1 above, employees may be credited with compensating time off for overtime worked up to a maximum accrual of 200 hours, upon prior request of the employee and approval of the department director.
B. An employee shall be allowed to use compensating time off in increments of fifteen (15) minutes or more which may be taken in conjunction with vacation credits. Time off approval and scheduling shall be subject to the provisions of Article 3 of these articles.
C. Written requests to use compensatory time off shall be treated in the same manner as requests to use vacation. An employee will not be required to take compensatory time earned at straight time hour nor will an employee be required to take compensatory time within the same pay period as earned.
D. Once each fiscal year, an employee may by written request cash out up to eighty (80) banked compensatory time hours.
Beginning in December 2025, and each December thereafter, employees who want t o cash out up to eighty (80) compensatory time hours must irrevocably choose in writing, on a form available from the Human Resources Department, to cash out compensatory time hours that are to be accrued and remaining unused in the following calendar year . Compensatory time balances rolled over from prior calendar years are not eligible for cash out. Regardless of the number of hours irrevocably elected for
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cash out, the cash out will only be made from hours accrued during the calendar year and not otherwise used for time off or otherwise by the employee at the time of the cash out. Cash outs shall be paid with the last paycheck in the following December after receipt of the irrevocable election form for those employees.
Employees who do not submit an irrevocable election form by December 15th will be deemed as foregoing participation in the optional annual leave cash-out program for that following calendar year.
In the event an employee has less hours in their compensatory time bank at the time the c ash-out is to be paid than they had previously elected to cash -out, the employee shall only be paid for up to the amount that was accrued that calendar year that is remaining at the time of the actual cash-out.
If an employee makes an irrevocable election to cash-out compensatory time in the following calendar year and uses compensatory time during that subsequent calendar year, the compensatory time hours used may come from the hours the employee had earned (if any) prior to January 1st of the calendar year the employee had elected to cash -out and/or in the same calendar year. The employee’s use of earned, but unused compensatory time hours accumulated from previous calendar years shall not result in a reduction in the amount of e hours the employee is eligible to cash-out.
An employee who experiences an unforeseeable emergency may be permitted to make a new irrevocable election and/or to increase the amount of a previous election, subject to the same value that was permitted at the time the annual irrevocable election forms were due.
For these purposes, an “unforeseeable emergency” means a financial hardship to the employee resulting from any of the following:
• Accident, illness, injury or death of the employee or an immediate family member. For this purpose, an “immediate family member” is restricted to a spouse, registered domestic partner, child/legal dependent, or parent; or
• Loss of extensive damage to the employee’s property due to casualty; or
• Other similar extraordinary and unforeseeab le circumstances arising as a result of events beyond the control of the participant.
Whether an occurrence is an unforeseeable emergency shall be solely determined by the City Manager or designee.
The City shall make a form available for employees to make their irrevocable election.
Section 3 On-Call Status
A. Employees may be assigned to on-call status for possible work and will be required to be available after working hours where the employee can be reached by City telephone and can respond within 30 minutes.
Individuals assigned to “on -call” have the responsibility of obtaining qualified relief in the event they cannot be called back. The relief must have the pre-approval of appropriate supervisor.
B. The following procedures shall apply to on-call status:
1. Personnel going on vacation, floating holiday or any other absence from work of their own request during scheduled on-call will be responsible for providing their own qualified relief.
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2. Personnel incapacitated for scheduled on-call by sickness or other absence not within their control will not be required to provide their own relief, if notice is given to the department.
3. If an employee is accepting on-call pay and does not respond to a call-back, that employee shall forfeit that day's on -call pay and may be subject to disciplinary action, unless that failure to respond was for reasons beyond the control of that employee as determined by the department director.
4. Employees will be assigned to on -call status, first on a volunteer basis and there after assigned by reverse seniority. On-Call Status will not exceed seven (7) days in any thirty day period and will be rotated among qualified personnel, unless otherwise agreed to by the employee and the Department Head. In the event of personnel short ages, the City may assign an employee(s) to on-call status based on reverse seniority among qualified employees.
5. The on-call work week will be determined by the appropriate department head.
6. When any class is scheduled for on -call work the City shall pr ovide pagers at the beginning of the on-call assignment.
C. On-Call Pay
1. For a normal work day shift, pay shall be the dollar equivalent to one and a half (1-1/2) hours at current hourly rate per each day of on-call status.
2. For a normal weekend shift (Saturday and Sunday), pay shall be the dollar equivalent to two (2) hours at current hourly rate per each day of on-call status.
3. For a fixed holiday on which the Civic Center is closed, pay shall be the dollar equivalent to two and a half (2-1/2) hours at current hourly rate per each day of on-call status.
Section 4 Call-Back
The City may direct a field response by an employee during other than normal working hours for emergency purposes which shall constitute a "call-back", and paid at the rate of one and one-half (1-1/2) times the number of hours worked, with two (2) hours being the minimum for any call -back that requires return to the work site.
Call-back time earned shall not be counted as actual time worked for overtime purposes.
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ARTICLE 12 – EDUCATION EXPENSES REIMBURSEMENT
Section 1
The City shall provide $30,000 for SEIU to fund the Education Expenses Reimbursement Plan, which is available to employees on paid status wish to improve their work performance through furthering their educ ation. The plan provides up to $ 2,000 per employee, per fiscal year until this fund is exhausted and is available to all employees who meet the following criteria:
1. Successful completion of initial probation.
2. A proposed course of instruction or t raining is related to the employee's employment with the City. The department director has the final authority in determining whether a course or training has job related value. Request must be submitted in writing on appropriate City form prior to taking the course of instruction or training.
3. The reimbursement may be used to cover the required costs, such as tuition, registration, books, and up to $100 of other materials or supplies considered necessary by the Department Director.
4. The course must be passed with a grade "C" or better. If taken on pass/fail or completion basis, employee must complete or pass course(s) taken.
5. The employee must show written documentation of the expenditures being claimed for reimbursement.
6. Reimbursement may be requested for fee -based educational programs to be attended on employee's own time for professional self-development.
Reimbursement under this plan will be made upon completion of the coursework as per part 2 above.
Part-Time Temporary employees are eligible to receive educational expense reimbursement under Section 1 of up to $1,500 per fiscal year, after working three hundred (300) hours for the City.
Section 2 Reimbursement of Expenses in Maintaining Required Licenses and Permits
In addition to the funds provided for educational reimbursement, the City shall provide monies to reimburse employees for the actual cost of the certificate or license expenses and any required medical examinations when such certificate or license is required in the performance of their duties of their current positions. Claims shall be submitted in writing with proof of costs to the Personnel Department for approval and payment. Class "C" Driver's License expense is not a reimbursable expense.
Section 3 Student Loan Reimbursement
Employee Eligibility: Upon reaching their fourth anniversary of employment with the City of National City, a regular or career part -time employee shall be deemed eligible for student loan reimbursement up to $2,000 per fiscal year. Verif iable proof of an active student loan and amount(s) paid by the employee is required.
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ARTICLE 13 – SERVICE RECOGNITION PAY
Section 1
In addition to other compensation paid for the services of employees, service recognition pay shall be paid to employees hired before July 1, 1991 of the City on the following basis:
A. After five (5) years of continuous and uninterrupted service the sum of $10.00 per month;
B. After ten (10) years of continuous and uninterrupted service the sum of $15.00 per month;
C. After fifteen (15) years of continuous and uninterrupted service the sum of $20.00 per month;
D. After twenty (20) years of continuous and uninterrupted service the sum of $25.00 per month;
E. After twenty-five (25) years of continuous and uninterrupted service a sum of $30.00 per month, which shall be the maximum payable.
Vacation, sick leave, workers' compensation leaves, comp time, suspensions with pay, floating holidays and other approved City paid leaves of absence shall be continuous and uninterru pted time. All unpaid suspensions and approved leaves of 30 days or less shall be continuous and uninterrupted time; those of more than 30 days shall be continuous employment, but interrupted.
In the event an employee ceases to be employed by the City of National City for a reason other than military service or lay-off, all rights to longevity pay shall be forfeited and expired, and if said employee is subsequently re-employed by the City, said employee shall not be entitled to any service recognition pay by reason of any prior employment.
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ARTICLE 14 – HEALTH AND DENTAL INSURANCE
Section 1 Insurance Program Coverage
As a benefit to career full -time employees and, on a pro -rated basis, career part -time employees working 20 hours/week or more in this bargaining unit, the City will provide a combined group insurance program of health and dental coverage. The benefits and limitations of the program are to be designed cooperatively by the City and program provider. SEIU and City agree to select and implement health insurance programs, which best serve the needs of the employees. The City and SEIU agree during the term of this 202 5-2028 MOU to discuss any employee’s concerns with the costs of health care for City employees.
Section 2 City Contribution
The City will offer medical and dental benefits to eligible employees. Employees who enroll shall receive a City contribution toward the cost of health and dental coverage as follows:
CITY’S CONTRIBUTION IF DON’T ELECT KAISER HIGH DEDUCTIBLE HEALTH PLAN (Effective February 1, 2025)
Employee Only $703.71/month
Employee +1 $1,128.97/month
Employee +2 or more $1,543.18/month
CITY’S CONTRIBUTION IF ELECT THE KAISER HIGH DEDUCTIBLE HEALTH PLAN (Effective February 1, 2025)
Employee Only $633.30/month
Employee +1 $988.31/month
Employee +2 or more $1343.98/month
Effective the first full pay period following City Council approval of this MOU, the City will contribute toward the cost of employee health care at the current contribution level plus $50 per month. Each plan year thereafter, the City’s contribution will equal the previous year’s contribution level plus fifty percent (50%) of the premium increase for the lowest cost health and dental plans.
A. City contribution will discontinue when employee goes on unpaid status for more than 45 calendar days, except as otherwise specified in this agreement or by law. Employees in this status may continue coverage at their own expense.
B. If the cost of providing this benefit for employees and their dependents e xceeds the established City contribution, the employee must pay the excess amount.
Section 3 Money In Lieu of Coverage
An employee may elect employee only coverage in health and receive the remaining amount of the City’s contribution as cash-in-lieu.
Section 3 Money In Lieu of Coverage (continued)
Employees may opt out of the City’s health plan. An employee will receive an opt out payment of $175 per month if the employee files an attestation that the employee and all the members of the employee’s tax f amily are enrolled in another group health insurance plan which provides minimum essential
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coverage and will have such coverage for the entire opt out period. To be eligible, group coverage cannot be obtained through the individual market (whether or not obtained through Covered California) and must be obtained from a previous employer, spouse, registered domestic partner, parent, or due to military/veteran status. An employee must provide such attestation upon hire and/or during open enrollment each plan year.
Any actual savings realized by City during the previous calendar year from employees opting out of City coverage will be calculated in January of each year and re -distributed equally to all employees in the form of an increase of City contribution for health coverage.
Section 5 Retiree Health Benefit
Effective for persons retiring after the 2018-2020 MOU was approved by the City Council, employees covered by this MOU must retire from the City of National City and have 20 full years of pensionable service credit with the City of National City to receive $20/month for each year of pensionable service with the City as the City’s contribution towards their medical premium.
This contribution does not entitle the retiree to any particular insurance or to any particular rate. A qualifying retiree may receive these contributions even if not enrolled in a City health plan, so long as the retiree annually provides the City with written proof (e.g. copy of health insurance invoice and payment) that the retiree is using the contributions to pay for health premiums and understands that the retiree is solely responsible for any taxes that might be due as a result of the City’s contribution.
Retirees eligible for this benefit are responsible for paying the health insurance premium and the City will forward this benefit amount on a monthly basis directly to the retiree. This benefit will be canceled upon non -payment of premium or otherwise becoming ineligible. The retiree is also responsible for notification to the City of address change and health coverage from another source.
Section 6 Health Care
The City and SEIU are open to the concept of joint discussions for the purposes of identifying a comprehensive solution that is beneficial to the City and SEIU repres ented employees without harming other City of National City employee groups.
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ARTICLE 15 – HEALTH & SAFETY RELATED PROGRAMS
Section 1 Smoking Policy
The Municipal Employees' Association agrees to City No Smoking Policy at the workplace.
Section 2 Continuation of Coverage’s
The City agrees to continue its contributions toward health, dental and life insurance coverage for employees who are receiving workers' compensation benefits from the City for a period not to exceed twelve (12) months.
Section 3 Premium Payment Program (I.R.S. 125 Plan)
The City agrees to implement a 125 reimbursement plan to allow pre-tax dollars to be utilized in the payment of employee’s portion of medical, dental and insurance premiums, medical expenses and dependent care expenses.
The City shall arrange for a plan administrator for dependent care provision of the City's 125 Plan, provided all costs are paid by the employees who participate.
Section 4 Employee Assistance Program
The City shall make available a voluntary Employ ee Assistance Program (EAP) for psychological assessment, counseling and referral to all employees represented by the Municipal Employees' Association at no cost to the employees, except for referrals out of the basic program. Employees using this program may do so on their own time.
Section 5 Hazardous Materials
The City will provide containment and disposable devices on City vehicles where there is exposure to materials, especially needles that may be harmful.
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ARTICLE 16 – EMPLOYEE LIFE INSURANCE
As a benefit to full-time employees in this bargaining unit, the City will provide a group life insurance program.
The benefits and limitations of the program are to be designed cooperatively by the Employees' Association and insurance carrier. The C ity will provide up to $25,000 Term Life Insurance with Accidental Death and Dismemberment coverage for each employee at no cost to employee. An amount will be paid by the City for each permanent part-time employee in the competitive service that is proportional to the permanent time base of his/her appointment (e.g., a half-time employee will receive half the amount of a full-time employee).
The parties agree to meet and consult within a reasonable period of time before the completion of the current contract between the City and its insurance carrier that provides for Term Life Insurance with Accidental Death and Dismemberment with the purpose of increasing the death benefit amount for employees at no additional cost to the City. The City will attempt to complete this task by soliciting quotes from insurance providers.
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ARTICLE 17 – SHORT TERM/LONG TERM DISABILITY INSURANCE
All employees shall continue to participate in the City sponsored Disability Insurance program (STD/LTD) through payroll deduction.
Section 1 Cost and Benefits
Total costs of the program are paid by all employees in the bargaining unit through payroll deductions at the rates set by the established plan. Participation, costs and benefits of the program are subject to the regulations and requirements of the Plan.
Section 2 Continuation of Insurance Benefits
During the period that an employee is receiving benefits from the (STD/LTD) Plan, the City shall continue to pay its share of the Insurance Premiums for Health and Life Insurances with no cash-in-lieu for a period of up to twelve (12) months or until such time as the disability is considered permanent.
Section 3 Income Supplement
Employee receiving STD/LTD benefit may use sick leave, vacation, and other leave accruals to supplement income to an amount no greater than the employee's regular gross monthly pay.
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ARTICLE 18 – PUBLIC EMPLOYEES' RETIREMENT SYSTEM
Consistent with the Government Code of the State of California, employees are local miscellaneous members of the Public Employees' Retirement System and are entitled to optional benefits as indicated in all amendments to the contract between the Board of Administration of PERS and the City Council regarding miscellaneous employees.
The retirement formula for miscellaneous members shall be as follows:
1. Employees hired on or before March 21, 2011 (Tier I):
a. Effective the first full pay period in July 2019, employees in Tier I shall contribute a total of
10.0% to their pension , 8.0% to the employee co ntribution rate and 2.0% to the employer contribution rate.
b. The retirement formula will include 3% at 60 years of age and the “Single Highest Year” provision.
2. Employees hired on or after March 22, 2011 but before January 1, 2013 (Tier II):
a. Effective the first full pay period in July 2019, employees in Tier I shall contribute a total of
9.0% to their pension , 7.0% to the employee contribution rate and 2.0% to the employer contribution rate.
b. The retirement formula will include 2% at 60 years of age and t he “Single Highest Year” provision.
3. Employees hired on or after January 1, 2013:
A. New members to the public retirement system as defined by Government Code Section 7522.10(f)(1)(2)(3) (Tier III):
a. Shall pay 50% of the normal cost of defined retirement ben efit contribution as determined by CalPERS according to the most recently completed valuation period. Effective the first full pay period in July 2019, Tier III employees shall contribute 2.0% in excess of the 50% of the normal cost statutory percentage determined by CalPERS.
b. The retirement formula will include 2% at 62 years of age and the “Three Year Averaging” provision.
B. Classic members as defined by the Public Employees Retirement Law shall be placed in the retirement formula and pay the same reportable compensation to PERS as those employees hired on or after March 22, 2011 (Tier II).
4. The formula for determining the average monthly pay rate when calculating retirement benefits shall be reduced from the “Single Highest Year” provision to “Three Year Averaging” as soon as permitted by PERS.
The City agrees to request an actuarial analysis from CalPERS for the purpose of determining difference in the cost to the City for employee paid employee contributions and employee paid employee employer contributions.
After receipt of the analysis, the City and MEA agree to reopen discussions on this single issue.
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ARTICLE 19 – PROVISIONS OF LAW
This MOU is subject to all future and current applicable Federal or State laws and regulations.
If any part of the provisions of this MOU is in conflict with such applicable provisions of Federal or State laws or regulations, or is otherwise held to be invalid or unenforceable by any tribunal of competent jurisdiction, such part of provision shall be suspended and superseded by such applicable law or regulations, and the remainder of the MOU shall not be affected and the NCMEA shall have the right upon request to meet and confer concerning the practical effect of such conflicts on wages, hours or terms and conditions of employment.
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ARTICLE 20 – EMPLOYEE AND UNION RIGHTS
Section 1 Employee Rights
Each individual employee shall have the following rights which they may exercise in accordance with law, the National City Civil Service Rules and applicable laws, ordinances, rules and regulations:
A. New Hire Orientation - The City agrees to provide the Union with one hour with each newly hired employee or group of newly hired employees as part of newly hired employees’ orientatio n within the first seven (7) calendar days from their date of hire.
1. The new hire orientation meeting will occur during regular working hours and onsite without loss in compensation for either the newly hired employee or authorized Union representativ e, officer, steward or member designated to meet with the newly hired employee(s). City representatives will not be present in the meeting.
2. The Union shall have the right to access and use the City’s facilities and audio-visual equipment to conduct sessions and separate breakout meetings with newly hired employees.
3. The City shall provide the Union with reasonable advance notice, including at least ten (10) days’ advance notice whenever possible, of the date and time of the new employee orientation meeting.
4. The City shall provide the Union designee an electronic list of expected participant(s) at least forty-eight (48) hours in advance of the new employee orientation meeting.
B. New Hire Information - The City shall provide the Union with t he name, job title, department, work location, work, home, and personal cellular telephone numbers, personal email addresses on file with the employer, and home address of any newly hired employee within 30 days of the date of hire or by the first pay period of the month following hire, and the City shall also provide the Union with a list of that information for all employees in the bargaining unit at least every 120 days.
C. The right to be free from interference, intimidation, restraint, coercion, discrimination or reprisal on the part of their department head, their supervisor, other employees or employee organizations, with respect to membership or non-membership in any employee organization or with respect to any lawful activity associated therewith which is within the scope of representation.
D. The right to represent themselves individually in their employee relations with the City. Whenever a City employee desires to represent themselves in consulting with City management during their regular hours of work, they shall first request and obtain from their department head permission to take time off to do so.
E. The right to confidentiality of personal information including information provided on the employee's paycheck. It shall be the responsibility of each department to ensure that this right is protected.
Section 2 Union Rights
A. The right for SEIU to use City facilities to hold official scheduled meetings.
B. The right to designate authorized representative who shall have access to work locations and employees subject to department head approval, when such access does not unduly interfere with departmental operations and is in the course of grievance resolution.
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C. The right to post information concerning elections, benefits, notices, reports, programs and promotions.
D. The right to notice by the City of new employees in this unit.
E. The Personnel Office shall distribute informational materials provided by the Union to new employees during the in-processing orientation.
Section 2 Association Rights (continued)
F. The Union may designate a steward to represent employees from their respective areas in meeting with management on appeals of discipline and formal grievances. The appropriate steward shall request in writing and shall be al lowed reasonable time off during duty hours for this purpose, provided the time requested does not substantially impact departmental operations. In the event the steward cannot be released as requested, the supervisor shall provide an alternate time within the next forty-eight (48) hours.
Stewards shall be designated in advance by written notice from SEIU to the Human Resources Director and the Steward's Department Director.
G. The Union shall be allowed the use of the City’s intranet for the purposes of Union Communications.
As the City Manager’s Designee, the Human Resources Director will provide final review and approval of all related content/information.
H. SEIU 221 shall be entitled to hold five (5) one-hour meetings annually.
Section 3 Labor Management Committee
The City and the Union agree to establish a Labor Management Committee. The purpose of the Committee is to discuss issues relating to this agreement, and other issues of quality of work life. The Committee shall have no authority to change, modify, alter or amend this agreement.
The Committee shall be composed of the president of the Union or their designee, a designated representative, and one other member. In addition, the City shall appoint the Director of Human Resources or their designee and one other management employee.
Meetings shall be held when mutually agreed upon and at times that are mutually acceptable to both parties. The party desiring to meet shall request the meeting at least fifteen (15) days prior and shall submit an a genda of items to be discussed.
It is the intent of the parties to foster a cooperative atmosphere and harmonious working relations. Therefore, the parties agree to only issue joint statements, when necessary, on the results of the Committee.
The City and the Union agree to refer the Union proposal regarding reclassifications/salary adjustments to the Labor Management committee for resolution.
Section 4 Time Off to Vote in Statewide Election
The City will comply with California Elections Code sections 14000 regarding employees’ right to paid time off from work to vote in a State-wide election.
Section 5 AB 119 Employee Information
Assembly Bill 119 requires public employers to provide the union representative with the name, job title, departme nt, work location, work and home address, personal cellular telephone number and personal email address on file with the employer of newly hired employees within 30 days of hire or by the first pay period of the month following hire. Additionally, public e mployers must provide this
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information to the union representative for all employees in the bargaining unit at least once every 120 days, unless the parties can agree to different time frames.
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ARTICLE 21 – WAGE AND SALARY SCHEDULE
Section 1 Classification and Base Wage Ranges
Effective with the start of the first full pay period in July 2025, the following employee classifications shall receive the increases set out below that were determined to be necessary to bring those classifications up to the market median. Effective the first full pay period starting in July 2026, all employee classifications shall receive a further 5.0% wage increase. Effective the first full pay period starting in July 2027, all employee classifications shall receive a further 5.0% salary increase.
Class Title Range
Max
# of
Obs.
Market
Median
% +/-
Median
Accountant $7,463.25 17 $7,533.00 -0.90%
Accounting Assistant $5,297.03 18 $5,688.00 -7.40%
Administrative Secretary $5,116.97 12 $5,825.30 -13.80% Administrative Technician $6,439.85 7 $6,449.00 -0.10% Animal Regulations Officer $5,605.37 4 $5,803.09 -3.50% Assistant Planner $7,468.76 16 $7,540.09 -1.00%
Associate Engineer- Civil $10,294.58 17 $10,666.00 -3.60% Associate Planner $8,253.30 19 $8,670.00 -5.00%
Building Inspector $7,575.33 13 $7,801.00 -3.00%
Buyer $6,829.37 8 $6,888.50 -0.90%
Civil Engineering Technician $6,893.67 16 $7,275.50 -5.50% Code Conformance Officer I $6,327.78 17 $6,664.67 -5.30% Code Conformance Officer II $6,939.61 18 $7,107.50 -2.40% Community Development Specialist II $7,474.89 6 $7,644.50 -2.30% Crime & Intelligence Analyst $7,764.57 5 $7,810.51 -0.60% Crime Analyst $7,316.26 8 $7,706.25 -5.30%
Crime Scene Specialist $6,895.51 9 $7,268.00 -5.40%
Custodian $4,027.43 9 $4,213.73 -4.60%
Equipment Mechanic I $5,938.26 16 $6,349.00 -6.90%
Equipment Mechanic II $6,526.21 13 $6,773.00 -3.80%
Equipment Operator $5,747.18 18 $5,894.50 -2.60%
Executive Secretary $5,903.35 19 $6,188.00 -4.80%
Fire Inspector I $7,386.08 17 $7,758.40 -5.00%
Fire Inspector II $7,968.51 12 $8,304.50 -4.20%
Housing Specialist $7,599.21 7 $7,676.00 -1.00%
Lead Equipment Mechanic $7,143.55 12 $7,452.87 -4.30% Lead Tree Trimmer $5,866.61 5 $6,500.00 -10.80%
Library Assistant $4,365.50 6 $4,679.16 -7.2%
Maintenance Worker $4,933.24 19 $5,261.00 -6.60%
Park Caretaker $4,861.58 15 $5,005.17 -3.00%
Park Supervisor $7,725.99 14 $7,922.50 -2.50%
Parks Equipment Operator $5,653.47 18 $5,755.50 -1.80% Permit Technician $5,916.21 13 $6,417.13 -8.50%
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Class Title Range
Max
# of
Obs.
Market
Median
% +/-
Median
Planning Technician $5,905.19 12 $6,482.81 -9.80%
Police Dispatcher $7,103.13 10 $7,423.00 -4.50%
Police Records Clerk $4,591.50 10 $4,758.00 -3.60%
Property & Evidence Specialist I $4,958.96 10 $5,059.24 -2.00% Property & Evidence Unit Supervisor $6,779.76 6 $6,843.51 -0.90% Property Agent $7,711.29 6 $8,282.50 -7.40%
Recreation Center Supervisor $6,636.45 6 $7,006.34 -5.60% Recreation Leader II $3,753.67 8 $3,878.00 -3.30%
Recreation Specialist $3,784.91 10 $4,428.67 -17.00% Recreation Supervisor $7,042.50 11 $7,370.00 -4.70%
Senior Building Inspector $8,301.07 12 $8,838.29 -6.50% Senior Code Conformance Officer $7,586.35 8 $8,031.64 -5.90% Senior Construction Inspector $8,383.75 7 $8,521.07 -1.60% Senior Equipment Operator $6,404.94 8 $6,496.00 -1.40% Senior Librarian $8,185.32 7 $8,456.93 -3.30%
Senior Office Assistant $4,845.05 8 $4,998.00 -3.20% Senior Park Caretaker $5,212.51 12 $5,898.47 -13.20%
Street Sweeper Operator $5,750.85 7 $5,807.00 -1.00%
Supervising Custodian $4,453.70 6 $4,728.06 -6.20%
Traffic Painter $5,502.81 17 $5,614.00 -2.00%
Training Coordinator $5,839.05 5 $6,474.00 -10.90%
Tree Trimmer $5,563.45 15 $5,654.00 -1.60%
Section 2 Equity Wage Increases
The City had a compensation study of MEA represented classifications performed by Ralph Andersen & Associates and provided a copy of the study to MEA. The City agrees to conduct an internal salary survey in each fiscal year of this MOU.
Appendix B to this MOU agreement contains a salary schedule for each year of the agreement term, which lists the five salary steps of each SEIU classification. The wages reflected in Appendix B include the annual increases and equity wage increases as defined in Section 1 above.
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ARTICLE 22 – UNIFORMS
The City will pay the yearly cost for uniforms and cleaning for those employees required to wear uniforms as follows:
1. Public Works Employees /Neighborhood Services : Public W orks and Neighborhood employees assigned to conduct City related work in the field or custodial work in City facilities shall receive five (5) changes of shirts and pants/shorts per week.
2. Nutrition Center: Five (5) changes of shirts and pants/shorts per week.
3. Police Department positions designated by the Chief of Police : Five (5) sets of required clothing at hire with necessary replacements during ensuing years, and a cleaning allowance of $10 per week. The City will also provide reimbursement for require d leather accessories to a maximum of $100 every four (4) years.
4. Fire Department: $850/year allowance will be provided to Fire Inspectors.
New Fire Inspectors shall receive the following (or equivalent alternatives) upon hire:
2 Class B shirts with embroidery, associated patches and badging 3 Pair Class B pants
Leather belt
NFPA 1975 compliant work boots
Cold weather jacket with embroidery and associated patches NFPA 1977 compliant brush coat
NFPA 1971 compliant helmet
5. Fire Inspectors may request that the City replace existing uniform items that are damaged and unusable as a result of a work-related incident. Such replacements shall not reduce the $850 annual allowance . If employees are required per CalOSHA regulations to wear safety shoes or othe r specified footgear, the City will provide it up to a cost per pair of safety shoes or other specified footwear of $200, and up to two (2) pair per calendar year. If an employee wishes to have a pair of boots which costs more than the boots to be paid/ provided by the City, the employee may pay the difference, provided the boots meet safety precautions of the City. The City and MEA/SEIU agrees to form a committee to discuss, evaluate, and make recommendations in good faith regarding the list of City provided safety equipment, including safety shoes/footgear, safety glasses, and any other City provided safety items.
All employees of these departments who are provided uniforms must wear the uniform as provided by the City.
With prior approval from the Depar tment Director, uniforms may include, T -shirts with City and/or Department logo identification. Uniform style and fabric (i.e., cotton vs. polyester, etc.) shall be mutually agreed to between the City and MEA. Upon the written approval of the Department Head, employees shall have the option to wear uniform shorts unless proven to be unsafe for the work being performed.
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ARTICLE 23 – EQUIPMENT ALLOWANCE
Section 1 Tool Replacement Allowance
Equipment Mechanics, who are required to provide their own tools on the job as a condition of employment.
Essential required tools and tool boxes will be replaced by the City in kind if they are lost due to fire, burglary or robbery of the City facility or some other catastrophe or accident not due to the employee's fault or negligence. An inventory of all employees’ tools will be taken by the Public Works Director or his/her designee at least once a year to ensure that the employee has all essential tools on hand.
A tool replacement allowance of $30 per pay period will be paid to the above positions to maintain the essential tools inventory. Failure to maintain the essential tools inventory shall result on loss of tool replacement allowance until such inventory is satisfied.
Beginning with the start of the first p ay period in July 2027, a tool replacement allowance of $75 per pay period will be paid to the above positions to maintain the essential tools inventory. Failure to maintain the essential tools inventory shall result on loss of tool replacement allowance until such inventory is satisfied.
The parties agree to reopen negotiations on the tool allowance. The scope of negotiations will include review of the appropriate tools needed for the impacted classifications, the list of required tools, the amount of the tool allowance, and the method of reimbursement for the tool allowance.
Section 2 Safety Glasses and Goggles
Any safety/prescription sunglasses glasses or protective goggles required by the City employees shall be provided at no cost to the employee. Such requirement shall be determined by the department head or the Risk Manager.
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ARTICLE 24 - WORK DAY, WORK WEEK, PAY PERIOD AND PAY DAY
Section 1 Workday
The workday shall normally be eight (8) hours , ten (10) hours or twelve (12) hours in length and the normally scheduled workweek is 40 hours. On request by the employee, the scheduled hours of the workweek may be modified by the department director on an individual basis subject to approval by the City Manager only to the extent that City offices mai ntain current availability to the public and that the modification does not create overtime pay in any given workweek. In making the determination on the acceptability of modification, the department director will consider the effect of the modification on the department’s ability to deliver services efficiently and on a timely basis. Approval of any individual request shall not entitle any other employee of the same modification, and the department director may withdraw approval if the modification creates a hardship for the department.
Call-back and on -call time are excluded from the computation of the hours paid for the purposes of overtime. All work days exceeding five (5) hours length shall include at least a 30-minute period for lunch break without pay with the exception of Police Dispatchers. A maximum of fifteen (15) minutes paid time for rest shall be provided for each four (4) consecutive hours work and may be taken as assigned by the employee's supervisor.
Employees who are required to change in to protective gear, clothing or equipment at the workplace shall utilize the first fifteen (15) minutes at the start of their shift and the last fifteen (15) minutes at the end of their shift to change into and out of their work clothes.
Police Dispatchers shall work four (4) ten (10) hour or three (3) twelve (12) hour days per week, including two (2) 17.5 minute rest periods, and one-half (1/2) hour paid lunch break.
1) Every effort will be made to have Police Dispatchers receive their paid meal breaks (30 minute break) as circumstances permit but there is no guarantee. Employees are subject to call back from breaks during emergencies and/or when the volume of activity requires such staffing.
2) Employees shall not combine two or more rest periods into one rest period, except as approved by the unit’s sworn supervisor or Chief of Police during non -routine and/or unexpected circumstances.
3) Employees shall not save rest / meal periods to justify shortened work days.
Starting and stopping work times are designa ted by the department director for the scheduled work day.
Employees will be notified of their work hours. When there is a change of work hours of over one (1) hour for more than five (5) consecutive working days, the employee will receive a fifteen (15) working day notice before such change is made, unless mutually agreed to by the employee and the supervisor.
The department director retains the right to make immediate changes to resolve unforeseen problems, and will provide at least three (3) day notic e in such instance, and pay the first two (2) days worked of the change at the overtime rate.
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Section 2 Workweek
The workweek shall consist of seven (7) consecutive calendar days beginning on Tuesday at 7:00 a.m. with at least two (2) consecutive days off.
Section 3 Pay Period
Pay period shall consist of fourteen (14) calendar days commencing 07/01/86.
Section 4 Pay Day
Except in the case of unusual and compelling circumstances or an extreme emergency, pay day shall be every other Wednesday. If Wednesday is a fixed holiday, it shall be the previous work day.
Section 5 Alternate Work Schedules
The City and SEIU agree to implement a 4/10 work schedule. The target turn -on date will be mid -late February, 2006.
The City Manager has the ability to discontinue the 4/10 schedule with thirty days’ notice and will meet and confer should such discontinuation be deemed necessary. The City Manager has sole discretion to exempt any position or group of positions from 4/10 in order to fulfill delivery of City services.
The City and SEIU will work jointly on the development of an optional flexible workweek schedule program (including a 4/10 option) for Library Department employees. If agreement is reached by the City and MEA, the terms of the flexible workweek schedule program will be incorporated by side letter.
The City and SEIU agree to incorporate the 9/80 side letter, with the provision that should a 4/10 schedule be unsuccessful the City will revert to the former 9/80 work schedule.
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ARTICLE 25 – PAY DIFFERENTIALS
Section 1 Bilingual Pay
Current employees in designated positions who have successfully completed a Bilingual Performance Evaluation administered by the Human Resources Department or provided other evidence acceptable to the Human Resources Department of their competence, who are regularly required to use their bilingual skills in Spanish, Tagalog or any other second language approved by the Human Resources Director, shall receive a Bilingual pay differential of $50 per pay period, increasing to $150 per pay period with the beginning of the first full pay period in July, 2025. This differential would be subject to termination, if due to change in assignment or position, the skill is no longer required by the City.
Beginning with the star t of the first full pay period in July 2025, Part -Time Temporary employees who qualify for bilingual pay per the requirements described above, shall receive bilingual pay of $ 1.88 per hour.
Each Department Director shall recommend the position to receive bilingual pay in writing to the Human Resources Director for approval. Positions receiving bilingual pay shall be reviewed annually by the Human Resources Director and an MEA Representative.
Section 2 Acting Assignment Pay
Effective the first full pay period in October 2018, for acting assignments where the first day of the acting assignment is on or after October 9, 2018, when an employee is officially assigned to perform the full range of duties of a higher paid classification for a period exceeding forty (40) consecutive hours, such employee shall be compensated with a minimum of five (5) percent above the employee’s current base hourly rate starting with the first hour of the assignment , increasing to the higher of 5% or the pay at the first step of the higher position effective with the beginning of the first full pay period in July, 2025.Beginning with the first full pay period after six (6) consecutive months in the acting assignment, the employee shall be compensated with a minimum of ten (10) perce nt of the employee’s base rate. The duration of acting pay assignments shall not exceed nine hundred and sixty (960) hours in a fiscal year.
Section 3 Sign Language Pay
Employees possessing sign language skills may register with the Human Resources Depar tment and be called to use those skills on an on -call basis. Employees who are called shall be paid $20 per occurrence while on City time and $30 per occurrence when not on City time.
Section 4 Shift Differential
Employees shall receive a shift differen tial of 2.0% of base pay for all hours of their regular shift if the majority of their regularly scheduled shift is between 10:00 p.m. and 6:00 a.m. the next day. This shall increase to 6% of base pay effective with the beginning of the first full pay period in July 2025.
Section 5 Trainer Assignment Pay for Dispatchers
Dispatchers in the Police Department shall receive Trainer Assignment Pay equal to three percent (3%) of base salary when assigned as a trainer for other dispatchers and the training is anticipated to last at least one month. This pay differential will be determined on a daily basis and will not apply to days when the trainer is absent from work or otherwise not engaged in performing the training function. This pay shall increase to 6% of base pay, effective with the beginning of the first full pay period in July 2025.
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ARTICLE 26 – GRIEVANCE PROCEDURE
Section 1 Purpose
The purposes and objectives of the grievance procedure are to:
A. assure just treatment of all employees and promote ha rmonious relations among employees, supervisors and management;
B. encourage the settlement of disagreements informally at the employee-supervisor level and provide an orderly procedure to handle grievances through the several supervisory levels where necessary; and
C. resolve grievances as quickly as possible and correct, if possible, the causes of grievances thereby reducing the number of grievances and future similar complaints.
Section 2 Reviewable and Non-Reviewable Grievances
To be reviewable under the procedure, a grievance must:
A. concern matters or incidents that have occurred directly to the grievant and grievance is presented to immediate supervisor within thirty (30) calendar days; and
B. result from an act or omission by management in violation of this MOU, other official City policies, rules and regulations or Council resolutions relating to employer-employee relations; and
C. arise out of a specific situation, act or acts complained of as being violated which resulted in inequity or damage to the employee; and
D. specify the provision allegedly violated and the relief sought.
A grievance is not reviewable under this procedure if it is a matter which:
A. is reviewable under, or is subject to some other administrative procedure and/or Personnel rules and regulations of the City, such as:
1. applications for changes in title, job classification, or salary;
2. appeals arising from termination of employment during probationary period.
B. would require a change in prevailing ordinances, resolutions, or contracts or to circumvent existing avenues of relief where appeal procedures have been prescribed;
C. would require the “meet and confer” process for desired change.
Section 3 Determination of Reviewability
Once a formal written grievance is received by the Department Director, it shall be reviewed by the Human Resources Director as to whether it is a grievable issue. Such determination shall be final unless the Association is not in agreement, then the final determination shall be made by the City Attorney.
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Section 4 Consolidation of Grievances
If the grievance involves a group of employees or if a number of employees file separate grievances on the same matter, the grievance shall, whenever possible, be handled as a single grievance.
A. Settlement. Any grievance shall be considered settled at the completion of any step if all parties are satisfied or if the grievant party fails to present the matter to a higher authority within the prescribed period of time. No settlement to any grievance shall be considered precedential or bind the Association to any interpretation of this agreement, rules, regulations or policies of the City or Department without the Association’s express written consent.
B. Reprisal. The grievance procedure is intended to assure a grieving em ployee the right to present a grievance without fear of disciplinary action or reprisal by the grievant’s supervisor, superior or department head, provided the employee observes the provisions of this grievance procedure.
Section 5 Grievance Procedure
The following procedure shall be followed by a grievant submitting a grievance:
1. Step One: Discussion with Supervisor . The grievant shall orally present the grievance to the employee’s supervisor within thirty (30) calendar days after the grievant knows or reasonably should have known the event or events on which the grievance is based. Within fifteen (15) calendar days, the supervisor shall give a decision to the grievant orally. Any agreement between the grievant and the supervisor shall be subject t o the approval of the Department Director before it shall be deemed to “settle” the grievance.
2. Step Two: Written Grievance to Department Director. If the grievant and supervisor cannot reach an agreement as to a solution of the grievance or the griev ant has not received a decision within fifteen (15) calendar day limit, the grievant may within fifteen (15) calendar days present the grievance in writing to the Department Director. The Director shall hear the grievance and give written decision to the grievant within fifteen (15) calendar days after receiving the grievance.
3. Step Three: Grievance to City Manager. If the grievant and the Department Director cannot reach an agreement as to the solution of the grievance or the grievant has not receive d a decision from the Director within the fifteen (15) calendar day limit, the grievant may within fifteen (15) calendar days present the grievance in writing to the City Manager. The City Manager shall hear the grievance and give a written decision to th e grievant within fifteen (15) calendar days after receiving the grievance. The City Manager may designate another executive employee or a non - employee of his choosing to act on his behalf.
Section 5 Grievance Procedure
At the hearing before the City M anager or his/her designee, the grievant may be represented by an Association representative, or an attorney, and may produce on their behalf, relevant oral or documentary evidence. Witnesses may be permitted. The hearing need not be conducted according to the technical rules relating to evidence and witness. The parties may submit opening briefs to the City Manager (or designee) at the commencement of the hearing. Unless otherwise agreed to by the parties, closing briefs will not be permitted. The parties have the right to present a closing argument to the City Manager (or designee) after both parties rest their case. A record of the proceedings shall be maintained, with transcripts to be made available at cost to the grievant. The City Manager (or designee) shall thereafter make written findings of fact and a disposition of the grievance. The decision of the City Manager (or designee) shall be final.
Section 6 Special Provisions of the Grievance Procedure
A. Grievances may be initiated only by a grievant.
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B. Prompt Presentation. The employee shall discuss the grievance with the employee’s immediate supervisor promptly within thirty (30) days after the act or omission of management causing the alleged grievance.
C. Prescribed form. The written grievance shall be submitted on a form prescribed by the City for this purpose. Departments shall maintain an adequate supply of such forms.
D. Employee Representative. The employee may be self -represented or may choose someone as a representative at any step of this grievance procedure.
E. Statement of Grievance. The grievance shall contain a statement of:
1. Specific situation, act or acts complained of as violation of this Agreement, or written rules, regulations or policies;
2. The damage suffered by the employee; and
3. The relief sought.
F. A grievance may be discussed and processed on City time, except that no overtime, or additional compensation shall be allowed if the proceedings extend beyond the employee’s or representative’s workday or workweek. The employ ee and representative shall cooperate with the Department in such a manner that there will be a minimum of interference with the normal operations of the Department’s work.
G. Extension of Time . The time limits within which action must be taken or a deci sion made as specified in this procedure may be extended by mutual written consent of the parties involved.
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ARTICLE 27 – MANAGEMENT RIGHTS
Except--and only to the extent --that specific provisions of this Agreement expressly provide otherwise, it is hereby mutually agreed that the CITY has and will continue to retain, regardless of the frequency of exercise, rights to operate and manage its affairs in each and every respect. The rights reserved to the sole discretion of the CITY shall include, but not be limited to the right:
To determine the mission of its constituent departments, commissions, boards; set standards of service; determine the procedures and standards of selection for employment and promotions; direct its employees; establish and enforce reasonable dress and grooming standards; determine the methods and means to relieve its employees from duty because of lack of governmental operations; determine the methods, means and personnel by which government operations are to be conducted; to modify shift work time of a classification or position, when such modification will aid the City in its delivery of services to the public; determine the content and intent of job classifications; approve or disapprove secondary employment held by departmental e mployees; determine methods of financing; determine style and/or types of City -issued wearing apparel, equipment or technology to be used; determine and/or change the facilities, methods, technology, means, organizational structure and size and composition of the work force and allocate and assign work by which the City operations are to be conducted; determine and change the number of locations, relocations and types of operations, processes and materials to be used in carrying out all City functions including, but not limited to the right to contract for or subcontract any work or operations of the City; to assign work to and schedule employees in accordance with requirements as determined by the City and to establish and change work schedules and assignments upon reasonable notice; establish and modify productivity and performance programs and standards; discharge, suspend, demote, reprimand, withhold salary increases and benefits, or otherwise discipline employees for cause; establish reasonable employee performance standards including, but not limited to, quality and quantity standards; and to require compliance therewith; take all necessary actions to carry out its mission in emergencies; and exercise complete control and discretion over its organization and the technology of performing its work.
Those inherent managerial functions, prerogatives and policy making right whether listed above or not which the CITY has not expressly modified or restricted by a specific provision of this Agreement shall be carried out in accordance with applicable Civil Service Rules.
In exercising these rights the City shall comply with all applicable provisions of this MOU and all applicable laws. The exercise of said rights shall not preclude employees or their representa tives from meeting and conferring as required by law with City management representatives about the practical consequences that decisions on these matters may have on wages, hours and other terms and conditions of employment. Such meeting and conferring shall take place prior to implementation except in case of emergency or unforeseen circumstance. In the event of emergency or unforeseen circumstance the City will meet and confer with NCMEA as soon as possible after implementation.
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ARTICLE 28 – OBLIGATION TO SUPPORT
Section 1
The parties agree that subsequent to the execution of this MOU and during the period of time said MOU is pending before the City Council for action, neither the NCMEA, nor management, nor their authorized representatives, will appear before the City Council or meet individually or privately with said members of the City Council, to advocate any amendment, deletion or addition to the terms and conditions of this MOU.
It is further understood that this Article shall not preclude the parties from appearing before the City Council to advocate or urge the adoption and approval of this MOU in its entirety.
Section 2
During the term of this MOU, NCMEA, its officers, agents and members agree that they shall neither engage in, nor encourag e, nor will any of its members or representatives take part in any strike, work stoppage, slowdown, sick -in or other concerted action which adversely impacts the provision of governmental services including refusal to work.
Section 3
During the term of t his MOU, if an employee participates in any manner in any strike, work stoppage, slowdown, sick -in or other concerted action which adversely impacts the provision of governmental services including refusal to work or participates in any manner in any picke ting other than informational or impediment to work in support of any strike, work stoppage, slowdown, sick-in or other concerted action which adversely impacts the provision of governmental services including refusal to work or induces other employees of the City to engage in such activities, such employee shall be subject to any action or remedy legally available to the City.
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ARTICLE 29 – AGREEMENT, MODIFICATION, WAIVER
A. This Memorandum of Understanding sets forth the full and entire agreement of the pa rties regarding the matters set forth herein, and any prior or existing understanding or agreements over these matters between parties, whether formal or informal, are hereby superseded, or terminated in their entirety.
B. No agreement, alteration, understanding, variation, waiver of modification of any of the terms or provisions contained herein shall in any manner be binding upon the parties hereto unless made and executed in writing and affixed hereto by all parties and approved by the City Council.
C. The waiver of any breach, term or condition of this Memorandum by either party shall not constitute a precedent in the future enforcements of all of its terms and provisions.
D. The provisions of this MOU shall not be revised during the term of this MOU without m utual written approval of the parties except as set out in Article 19 of this MOU, or in the event that the City determines that a citywide lay-off is necessary.
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ARTICLE 30 – DURATION OF MEMORANDUM OF UNDERSTANDING
This MOU shall be effective July 1, 2025 and shall remain in full force and effect until June 30, 2025, with its terms continuing in effect thereafter, until a successor agreement is agreed to and approved, or impasse proceedings are completed.
Both parties mutually agree to begin a good fait h meet and confer process for the successor MOU by February 1, 2028, and strive to complete negotiations and have a successor MOU approved by June 30, 2028
The City shall provide SEIU with a survey on March 1, 2026 and again on March 1, 2027, for the MEA represented bargaining unit based on wages and benefits in effect in the following survey agencies, based on compensation known and in effect as of July 1 of the applicable year: Carlsbad, Chula Vista, Coronado, Del Mar, El Cajon, Encinitas, Escondido, Im perial Beach, La Mesa, Lemon Grove, Oceanside, Poway, City of San Diego, San Marcos, Santee, Solana Beach, Vista and County of San Diego.
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ARTICLE 31 – DEFINITIONS
Refer to definitions contained in the Civil Service Rules.
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ARTICLE 32 – INCENTIVE PAY
A. Notary Incentive Pay : The Police Chief shall designate one employee in the Police Department who is Notary Public in California to perform notary services for the Police Department. Effective with the beg inning of the first full pay period in July 2025, t he designated employee shall receive Notary Incentive Pay of $200 per month if the employee maintains a satisfactory rating on their annual performance evaluation.
B. Residential Incentive Pay: Effective with the beginning of the first full pay period in July 2026, employees who maintain their primary residence within the City of National City, CA and whose primary work location is in National City, CA, are eligible for Residential Pay. The Residential Incentive Pay shall be $100 per pay period. Employees shall provide reasonable documentation to the City’s Human Resources Department verifying their residency within the City of National City, CA.
Part-Time Temporary Employees shall be eligible for Residential Incentive Pay in the same manner as full time employees described in this section. Part-Time Temporary employees shall receive Residential Incentive Pay of $1.15 per hour.
APPENDIX "B"
CITY OF NATIONAL CITY
NCMEA SALARY SCHEDULE
EFFECTIVE JULY 8, 2025
TITLE HOURLY BI-WEEKLY MONTHLY ANNUAL
ABANDONED VEHICLE ABATEMENT
OFFICER STEP A 24.27$ $1,941.92 $4,207.49 $50,489.92 STEP B 25.48$ $2,038.59 $4,416.95 $53,003.39
STEP C 26.75$ $2,140.35 $4,637.43 $55,649.15
STEP D 28.10$ $2,248.05 $4,870.77 $58,449.25
STEP E 29.50$ $2,359.98 $5,113.30 $61,359.58
ACADEMIC ENRICHMENT
PROGRAMS COORDINATOR STEP A 34.28$ $2,742.43 $5,941.94 $71,303.23 STEP B 36.00$ $2,879.81 $6,239.58 $74,875.01
STEP C 37.80$ $3,023.97 $6,551.93 $78,623.17
STEP D 39.68$ $3,174.06 $6,877.14 $82,525.66
STEP E 41.66$ $3,332.64 $7,220.72 $86,648.64
ACCOUNTANT STEP A 35.75$ $2,860.35 $6,197.42 $74,369.01 STEP B 37.54$ $3,003.36 $6,507.29 $78,087.46
STEP C 39.42$ $3,153.53 $6,832.65 $81,991.84
STEP D 41.39$ $3,311.21 $7,174.29 $86,091.43
STEP E 43.46$ $3,476.77 $7,533.00 $90,396.00
ACCOUNTANT TRAINEE STEP A 30.11$ $2,409.17 $5,219.86 $62,638.37 STEP B 31.61$ $2,528.74 $5,478.93 $65,747.14
STEP C 33.20$ $2,655.94 $5,754.53 $69,054.34
STEP D 34.86$ $2,789.07 $6,042.99 $72,515.87
STEP E 36.60$ $2,928.14 $6,344.31 $76,131.74
ACCOUNTING ASSISTANT STEP A 27.00$ $2,159.78 $4,679.53 $56,154.38 STEP B 28.35$ $2,267.77 $4,913.51 $58,962.10
STEP C 29.76$ $2,381.16 $5,159.18 $61,910.20
STEP D 31.25$ $2,500.22 $5,417.14 $65,005.71
STEP E 32.82$ $2,625.23 $5,688.00 $68,256.00
ADMINISTRATIVE SECRETARY STEP A 27.65$ $2,211.92 $4,792.49 $57,509.86 STEP B 29.03$ $2,322.51 $5,032.11 $60,385.36
STEP C 30.48$ $2,438.64 $5,283.72 $63,404.63
STEP D 32.01$ $2,560.57 $5,547.90 $66,574.86
STEP E 33.61$ $2,688.60 $5,825.30 $69,903.60
ADMINISTRATIVE TECHNICIAN STEP A 30.61$ $2,448.74 $5,305.61 $63,667.30 STEP B 32.14$ $2,571.18 $5,570.89 $66,850.66
STEP C 33.75$ $2,699.74 $5,849.43 $70,193.20
STEP D 35.43$ $2,834.73 $6,141.90 $73,702.86
STEP E 37.21$ $2,976.46 $6,449.00 $77,388.00
APPENDIX "B"
CITY OF NATIONAL CITY
NCMEA SALARY SCHEDULE
EFFECTIVE JULY 8, 2025
TITLE HOURLY BI-WEEKLY MONTHLY ANNUAL
ALARM PROGRAM COORDINATOR STEP A 20.45$ $1,635.79 $3,544.22 $42,530.59 STEP B 21.48$ $1,718.05 $3,722.44 $44,669.25
STEP C 22.55$ $1,803.70 $3,908.01 $46,896.10
STEP D 23.67$ $1,893.58 $4,102.77 $49,233.18
STEP E 24.86$ $1,988.56 $4,308.55 $51,702.56
ANIMAL REGULATIONS OFFICER STEP A 27.54$ $2,203.48 $4,774.22 $57,290.60 STEP B 28.92$ $2,313.66 $5,012.93 $60,155.13
STEP C 30.37$ $2,429.34 $5,263.57 $63,162.88
STEP D 31.89$ $2,550.81 $5,526.75 $66,321.03
STEP E 33.48$ $2,678.35 $5,803.09 $69,637.08
ASSISTANT ENGINEER-CIVIL STEP A 43.32$ $3,465.78 $7,509.18 $90,110.18 STEP B 45.48$ $3,638.77 $7,884.00 $94,607.97
STEP C 47.77$ $3,821.94 $8,280.86 $99,370.34
STEP D 50.16$ $4,012.74 $8,694.26 $104,331.14
STEP E 52.66$ $4,212.86 $9,127.87 $109,534.46
ASSISTANT PLANNER STEP A 35.79$ $2,863.04 $6,203.25 $74,439.01 STEP B 37.58$ $3,006.19 $6,513.41 $78,160.96
STEP C 39.46$ $3,156.50 $6,839.08 $82,069.01
STEP D 41.43$ $3,314.33 $7,181.04 $86,172.46
STEP E 43.50$ $3,480.04 $7,540.09 $90,481.08
ASSISTANT TREE TRIMMER STEP A 25.29$ $2,023.33 $4,383.88 $52,606.53 STEP B 26.57$ $2,125.94 $4,606.19 $55,274.34
STEP C 27.90$ $2,231.94 $4,835.86 $58,030.34
STEP D 29.29$ $2,343.02 $5,076.55 $60,918.62
STEP E 30.76$ $2,460.90 $5,331.94 $63,983.30
ASSOCIATE ENGINEER-CIVIL STEP A 50.62$ $4,049.97 $8,774.94 $105,299.34 STEP B 53.16$ $4,252.47 $9,213.69 $110,564.30
STEP C 55.81$ $4,465.10 $9,674.38 $116,092.52
STEP D 58.60$ $4,688.35 $10,158.10 $121,897.14
STEP E 61.53$ $4,922.77 $10,666.00 $127,992.00
ASSOCIATE PLANNER STEP A 41.15$ $3,292.08 $7,132.83 $85,593.97 STEP B 43.21$ $3,456.68 $7,489.47 $89,873.66
STEP C 45.37$ $3,629.51 $7,863.95 $94,367.35
STEP D 47.64$ $3,810.99 $8,257.14 $99,085.71
STEP E 50.02$ $4,001.54 $8,670.00 $104,040.00
APPENDIX "B"
CITY OF NATIONAL CITY
NCMEA SALARY SCHEDULE
EFFECTIVE JULY 8, 2025
TITLE HOURLY BI-WEEKLY MONTHLY ANNUAL
BUILDING INSPECTOR STEP A 37.03$ $2,962.11 $6,417.90 $77,014.82 STEP B 38.88$ $3,110.21 $6,738.80 $80,865.57
STEP C 40.82$ $3,265.72 $7,075.74 $84,908.84
STEP D 42.86$ $3,429.01 $7,429.52 $89,154.29
STEP E 45.01$ $3,600.46 $7,801.00 $93,612.00
BUILDING INSPECTOR/ PLAN
CHECKER STEP A 38.18$ $3,054.50 $6,618.07 $79,416.90 STEP B 40.09$ $3,207.14 $6,948.79 $83,385.54
STEP C 42.09$ $3,367.41 $7,296.05 $87,552.61
STEP D 44.19$ $3,535.31 $7,659.84 $91,918.11
STEP E 46.41$ $3,712.54 $8,043.85 $96,526.14
BUILDING TRADE SPECIALIST STEP A 29.14$ $2,331.15 $5,050.83 $60,609.95 STEP B 30.59$ $2,447.33 $5,302.54 $63,630.53
STEP C 32.13$ $2,570.29 $5,568.96 $66,827.49
STEP D 33.73$ $2,698.34 $5,846.39 $70,156.74
STEP E 35.41$ $2,833.17 $6,138.53 $73,662.37
BUYER STEP A 32.70$ $2,615.62 $5,667.19 $68,006.23 STEP B 34.33$ $2,746.41 $5,950.55 $71,406.54
STEP C 36.05$ $2,883.73 $6,248.07 $74,976.87
STEP D 37.85$ $3,027.91 $6,560.48 $78,725.71
STEP E 39.74$ $3,179.31 $6,888.50 $82,662.00
CARPENTER STEP A 28.38$ $2,270.10 $4,918.54 $59,022.50 STEP B 29.80$ $2,383.73 $5,164.74 $61,976.93
STEP C 31.28$ $2,502.45 $5,421.97 $65,063.65
STEP D 32.85$ $2,627.95 $5,693.90 $68,326.75
STEP E 34.48$ $2,758.54 $5,976.85 $71,722.14
CIVIL ENGINEERING TECHNICIAN STEP A 34.53$ $2,762.57 $5,985.57 $71,826.86 STEP B 36.26$ $2,900.70 $6,284.85 $75,418.21
STEP C 38.07$ $3,045.74 $6,599.09 $79,189.12
STEP D 39.98$ $3,198.02 $6,929.05 $83,148.57
STEP E 41.97$ $3,357.92 $7,275.50 $87,306.00
CODE CONFORMANCE OFFICER I STEP A 31.63$ $2,530.63 $5,483.04 $65,796.49 STEP B 33.21$ $2,657.17 $5,757.19 $69,086.31
STEP C 34.88$ $2,790.02 $6,045.05 $72,540.63
STEP D 36.62$ $2,929.53 $6,347.30 $76,167.66
STEP E 38.45$ $3,076.00 $6,664.67 $79,976.04
APPENDIX "B"
CITY OF NATIONAL CITY
NCMEA SALARY SCHEDULE
EFFECTIVE JULY 8, 2025
TITLE HOURLY BI-WEEKLY MONTHLY ANNUAL
CODE CONFORMANCE OFFICER I -
PT STEP A 31.63$ $2,530.63 $5,483.04 $65,796.49
STEP B 33.21$ $2,657.17 $5,757.19 $69,086.31
STEP C 34.88$ $2,790.02 $6,045.05 $72,540.63
STEP D 36.62$ $2,929.53 $6,347.30 $76,167.66
STEP E 38.45$ $3,076.00 $6,664.67 $79,976.04
CODE CONFORMANCE OFFICER II STEP A 33.73$ $2,698.78 $5,847.36 $70,168.29 STEP B 35.42$ $2,833.72 $6,139.73 $73,676.71
STEP C 37.19$ $2,975.41 $6,446.71 $77,360.54
STEP D 39.05$ $3,124.18 $6,769.05 $81,228.57
STEP E 41.00$ $3,280.38 $7,107.50 $85,290.00
CODE CONFORMANCE OFFICER II -
PT STEP A 33.73$ $2,698.78 $5,847.36 $70,168.29
STEP B 35.42$ $2,833.72 $6,139.73 $73,676.71
STEP C 37.19$ $2,975.41 $6,446.71 $77,360.54
STEP D 39.05$ $3,124.18 $6,769.05 $81,228.57
STEP E 41.00$ $3,280.38 $7,107.50 $85,290.00
COMMUNITY DEVELOPMENT
SPECIALIST I STEP A 32.12$ $2,569.44 $5,567.12 $66,805.44 STEP B 33.73$ $2,698.34 $5,846.39 $70,156.74
STEP C 35.40$ $2,832.32 $6,136.69 $73,640.32
STEP D 37.17$ $2,973.94 $6,443.53 $77,322.34
STEP E 39.03$ $3,122.34 $6,765.06 $81,180.74
COMMUNITY DEVELOPMENT
SPECIALIST II STEP A 36.28$ $2,902.68 $6,289.15 $75,469.79 STEP B 38.10$ $3,047.82 $6,603.61 $79,243.28
STEP C 40.00$ $3,200.21 $6,933.79 $83,205.44
STEP D 42.00$ $3,360.22 $7,280.48 $87,365.71
STEP E 44.10$ $3,528.23 $7,644.50 $91,734.00
COMMUNITY SERVICES OFFICER STEP A 25.65$ $2,052.01 $4,446.02 $53,352.21 STEP B 26.94$ $2,155.11 $4,669.41 $56,032.93
STEP C 28.28$ $2,262.70 $4,902.52 $58,830.21
STEP D 29.70$ $2,375.89 $5,147.76 $61,773.18
STEP E 31.18$ $2,494.69 $5,405.15 $64,861.83
CONSTRUCTION INSPECTOR STEP A 34.76$ $2,780.59 $6,024.62 $72,295.39 STEP B 36.49$ $2,918.82 $6,324.10 $75,889.22
STEP C 38.31$ $3,064.67 $6,640.12 $79,681.47
STEP D 40.23$ $3,218.16 $6,972.68 $83,672.16
STEP E 42.24$ $3,379.28 $7,321.77 $87,861.28
APPENDIX "B"
CITY OF NATIONAL CITY
NCMEA SALARY SCHEDULE
EFFECTIVE JULY 8, 2025
TITLE HOURLY BI-WEEKLY MONTHLY ANNUAL
CRIME & INTELLIGENCE ANALYST STEP A 37.07$ $2,965.72 $6,425.73 $77,108.71 STEP B 38.93$ $3,114.01 $6,747.01 $80,964.15
STEP C 40.87$ $3,269.71 $7,084.36 $85,012.35
STEP D 42.91$ $3,433.19 $7,438.58 $89,262.97
STEP E 45.06$ $3,604.85 $7,810.51 $93,726.12
CRIME ANALYST STEP A 36.58$ $2,926.13 $6,339.95 $76,079.41 STEP B 38.41$ $3,072.44 $6,656.95 $79,883.38
STEP C 40.33$ $3,226.06 $6,989.80 $83,877.55
STEP D 42.34$ $3,387.36 $7,339.29 $88,071.43
STEP E 44.46$ $3,556.73 $7,706.25 $92,475.00
CRIME SCENE SPECIALIST STEP A 34.50$ $2,759.72 $5,979.40 $71,752.82 STEP B 36.22$ $2,897.71 $6,278.37 $75,340.46
STEP C 38.03$ $3,042.60 $6,592.29 $79,107.48
STEP D 39.93$ $3,194.73 $6,921.90 $83,062.86
STEP E 41.93$ $3,354.46 $7,268.00 $87,216.00
CUSTODIAN STEP A 20.00$ $1,599.99 $3,466.65 $41,599.75 STEP B 21.00$ $1,679.99 $3,639.98 $43,679.74
STEP C 22.05$ $1,763.99 $3,821.98 $45,863.73
STEP D 23.15$ $1,852.19 $4,013.08 $48,156.91
STEP E 24.31$ $1,944.80 $4,213.73 $50,564.76
DISHWASHER - PT STEP A 17.50$ $1,400.05 $3,033.44 $36,401.25 STEP B 18.38$ $1,470.43 $3,185.94 $38,231.23
STEP C 19.30$ $1,544.21 $3,345.78 $40,149.41
STEP D 20.28$ $1,622.22 $3,514.82 $42,177.82
STEP E 21.30$ $1,703.63 $3,691.20 $44,294.43
ELECTRICIAN STEP A 31.49$ $2,519.41 $5,458.72 $65,504.61 STEP B 33.07$ $2,645.76 $5,732.48 $68,789.76
STEP C 34.72$ $2,777.20 $6,017.27 $72,207.20
STEP D 36.45$ $2,916.27 $6,318.59 $75,823.07
STEP E 38.28$ $3,062.13 $6,634.61 $79,615.33
EQUIPMENT MECHANIC I STEP A 30.13$ $2,410.77 $5,223.34 $62,680.06 STEP B 31.64$ $2,531.31 $5,484.50 $65,814.06
STEP C 33.22$ $2,657.88 $5,758.73 $69,104.76
STEP D 34.88$ $2,790.77 $6,046.67 $72,560.00
STEP E 36.63$ $2,930.31 $6,349.00 $76,188.00
APPENDIX "B"
CITY OF NATIONAL CITY
NCMEA SALARY SCHEDULE
EFFECTIVE JULY 8, 2025
TITLE HOURLY BI-WEEKLY MONTHLY ANNUAL
EQUIPMENT MECHANIC II STEP A 32.15$ $2,571.77 $5,572.16 $66,865.97 STEP B 33.75$ $2,700.36 $5,850.77 $70,209.26
STEP C 35.44$ $2,835.37 $6,143.31 $73,719.73
STEP D 37.21$ $2,977.14 $6,450.48 $77,405.71
STEP E 39.08$ $3,126.00 $6,773.00 $81,276.00
EQUIPMENT OPERATOR STEP A 27.98$ $2,238.19 $4,849.42 $58,193.04 STEP B 29.38$ $2,350.10 $5,091.89 $61,102.69
STEP C 30.85$ $2,467.61 $5,346.49 $64,157.82
STEP D 32.39$ $2,590.99 $5,613.81 $67,365.71
STEP E 34.01$ $2,720.54 $5,894.50 $70,734.00
EXECUTIVE CHEF STEP A 24.45$ $1,956.34 $4,238.73 $50,864.74 STEP B 25.67$ $2,053.86 $4,450.02 $53,400.26
STEP C 26.96$ $2,156.46 $4,672.34 $56,068.06
STEP D 28.31$ $2,265.01 $4,907.52 $58,890.21
STEP E 29.72$ $2,377.79 $5,151.88 $61,822.59
EXECUTIVE SECRETARY STEP A 29.37$ $2,349.64 $5,090.88 $61,090.59 STEP B 30.84$ $2,467.12 $5,345.43 $64,145.12
STEP C 32.38$ $2,590.48 $5,612.70 $67,352.38
STEP D 34.00$ $2,720.00 $5,893.33 $70,720.00
STEP E 35.70$ $2,856.00 $6,188.00 $74,256.00
FIRE INSPECTOR I STEP A 36.82$ $2,945.93 $6,382.85 $76,594.26 STEP B 38.67$ $3,093.23 $6,702.00 $80,423.97
STEP C 40.60$ $3,247.89 $7,037.10 $84,445.17
STEP D 42.63$ $3,410.29 $7,388.95 $88,667.43
STEP E 44.76$ $3,580.80 $7,758.40 $93,100.80
FIRE INSPECTOR II STEP A 39.42$ $3,153.29 $6,832.13 $81,985.59 STEP B 41.39$ $3,310.96 $7,173.74 $86,084.87
STEP C 43.46$ $3,476.50 $7,532.43 $90,389.12
STEP D 45.63$ $3,650.33 $7,909.05 $94,908.57
STEP E 47.91$ $3,832.85 $8,304.50 $99,654.00
FOOD SERVICES WORKER STEP A 19.30$ $1,544.21 $3,345.78 $40,149.41 STEP B 20.11$ $1,608.66 $3,485.42 $41,825.06
STEP C 20.96$ $1,676.50 $3,632.41 $43,588.90
STEP D 21.85$ $1,747.73 $3,786.74 $45,440.93
STEP E 22.78$ $1,822.35 $3,948.43 $47,381.15
APPENDIX "B"
CITY OF NATIONAL CITY
NCMEA SALARY SCHEDULE
EFFECTIVE JULY 8, 2025
TITLE HOURLY BI-WEEKLY MONTHLY ANNUAL
FOOD SERVICES WORKER - PT STEP A 19.30$ $1,544.21 $3,345.78 $40,149.41 STEP B 20.11$ $1,608.66 $3,485.42 $41,825.06
STEP C 20.96$ $1,676.50 $3,632.41 $43,588.90
STEP D 21.85$ $1,747.73 $3,786.74 $45,440.93
STEP E 22.78$ $1,822.35 $3,948.43 $47,381.15
GRAFFITI REMOVAL ASSISTANT STEP A 23.42$ $1,873.23 $4,058.67 $48,704.03 STEP B 24.58$ $1,966.51 $4,260.78 $51,129.31
STEP C 25.81$ $2,064.88 $4,473.91 $53,686.88
STEP D 27.10$ $2,168.34 $4,698.06 $56,376.74
STEP E 28.46$ $2,276.88 $4,933.24 $59,198.88
GRAFFITI REMOVAL TECHNICIAN STEP A 27.67$ $2,213.28 $4,795.44 $57,545.28 STEP B 29.05$ $2,324.37 $5,036.13 $60,433.57
STEP C 30.50$ $2,439.70 $5,286.01 $63,432.10
STEP D 32.03$ $2,562.66 $5,552.42 $66,629.06
STEP E 33.63$ $2,690.70 $5,829.86 $69,958.30
HOME DELIVERED MEAL
COORDINATOR STEP A 19.91$ $1,592.54 $3,450.51 $41,406.14 STEP B 20.90$ $1,672.26 $3,623.22 $43,478.66
STEP C 21.94$ $1,755.36 $3,803.28 $45,639.36
STEP D 23.03$ $1,842.70 $3,992.53 $47,910.30
STEP E 24.19$ $1,935.14 $4,192.79 $50,313.54
HOME DELIVERED MEAL DRIVER STEP A 19.60$ $1,567.95 $3,397.23 $40,766.75 STEP B 20.56$ $1,645.12 $3,564.43 $42,773.12
STEP C 21.60$ $1,728.22 $3,744.49 $44,933.82
STEP D 22.68$ $1,814.72 $3,931.89 $47,182.72
STEP E 23.81$ $1,904.61 $4,126.65 $49,519.81
HOUSING ASSISTANT STEP A 24.68$ $1,974.14 $4,277.31 $51,327.74 STEP B 25.93$ $2,074.21 $4,494.12 $53,929.41
STEP C 27.21$ $2,176.82 $4,716.43 $56,597.22
STEP D 28.57$ $2,285.36 $4,951.61 $59,419.36
STEP E 30.01$ $2,400.69 $5,201.49 $62,417.89
HOUSING INSPECTOR I STEP A 32.23$ $2,578.77 $5,587.33 $67,047.97 STEP B 33.85$ $2,707.66 $5,866.61 $70,399.26
STEP C 35.54$ $2,843.34 $6,160.58 $73,926.94
STEP D 37.31$ $2,984.96 $6,467.41 $77,608.96
STEP E 39.18$ $3,134.21 $6,790.78 $81,489.41
APPENDIX "B"
CITY OF NATIONAL CITY
NCMEA SALARY SCHEDULE
EFFECTIVE JULY 8, 2025
TITLE HOURLY BI-WEEKLY MONTHLY ANNUAL
HOUSING INSPECTOR II STEP A 35.34$ $2,827.23 $6,125.67 $73,508.03 STEP B 37.10$ $2,968.00 $6,430.67 $77,168.00
STEP C 38.96$ $3,116.40 $6,752.20 $81,026.40
STEP D 40.91$ $3,272.43 $7,090.27 $85,083.23
STEP E 42.95$ $3,436.10 $7,444.87 $89,338.50
HOUSING SPECIALIST STEP A 36.43$ $2,914.65 $6,315.06 $75,780.77 STEP B 38.25$ $3,060.38 $6,630.82 $79,569.81
STEP C 40.17$ $3,213.40 $6,962.36 $83,548.30
STEP D 42.18$ $3,374.07 $7,310.48 $87,725.71
STEP E 44.28$ $3,542.77 $7,676.00 $92,112.00
JUNIOR ENGINEER-CIVIL STEP A 36.99$ $2,959.52 $6,412.29 $76,947.52 STEP B 38.84$ $3,107.07 $6,731.99 $80,783.87
STEP C 40.80$ $3,263.95 $7,071.90 $84,862.75
STEP D 42.82$ $3,425.92 $7,422.83 $89,073.92
STEP E 44.97$ $3,597.22 $7,793.97 $93,527.62
LEAD EQUIPMENT MECHANIC STEP A 35.37$ $2,829.92 $6,131.49 $73,577.94 STEP B 37.14$ $2,971.42 $6,438.07 $77,256.83
STEP C 39.00$ $3,119.99 $6,759.97 $81,119.67
STEP D 40.95$ $3,275.99 $7,097.97 $85,175.66
STEP E 43.00$ $3,439.79 $7,452.87 $89,434.44
LEAD HAZARD CONTROL PROGRAM
CASE MANAGER STEP A 30.89$ $2,471.07 $5,353.99 $64,247.87 STEP B 32.44$ $2,594.88 $5,622.24 $67,466.88
STEP C 34.05$ $2,723.78 $5,901.51 $70,818.18
STEP D 35.75$ $2,860.30 $6,197.33 $74,367.90
STEP E 37.56$ $3,004.46 $6,509.67 $78,116.06
LEAD HAZARD CONTROL PROGRAM
COORDINATOR STEP A 33.80$ $2,704.27 $5,859.26 $70,311.07 STEP B 35.51$ $2,840.80 $6,155.07 $73,860.80
STEP C 37.28$ $2,982.42 $6,461.90 $77,542.82
STEP D 39.15$ $3,131.66 $6,785.27 $81,423.26
STEP E 41.11$ $3,288.54 $7,125.18 $85,502.14
LEAD HOUSING INSPECTOR STEP A 31.96$ $2,556.72 $5,539.56 $66,474.72 STEP B 33.56$ $2,684.77 $5,817.00 $69,803.97
STEP C 35.22$ $2,817.90 $6,105.46 $73,265.50
STEP D 36.98$ $2,958.67 $6,410.46 $76,925.47
STEP E 38.85$ $3,107.92 $6,733.83 $80,805.92
APPENDIX "B"
CITY OF NATIONAL CITY
NCMEA SALARY SCHEDULE
EFFECTIVE JULY 8, 2025
TITLE HOURLY BI-WEEKLY MONTHLY ANNUAL
LEAD RISK INSPECTOR/ASSESSOR STEP A 31.96$ $2,556.72 $5,539.56 $66,474.72 STEP B 33.56$ $2,684.77 $5,817.00 $69,803.97
STEP C 35.22$ $2,817.90 $6,105.46 $73,265.50
STEP D 36.98$ $2,958.67 $6,410.46 $76,925.47
STEP E 38.85$ $3,107.92 $6,733.83 $80,805.92
LEAD SAMPLING TECHNICIAN STEP A 24.96$ $1,997.04 $4,326.92 $51,923.04 STEP B 26.20$ $2,096.26 $4,541.89 $54,502.66
STEP C 27.51$ $2,200.56 $4,767.88 $57,214.56
STEP D 28.90$ $2,311.65 $5,008.57 $60,102.85
STEP E 30.34$ $2,426.98 $5,258.45 $63,101.38
LEAD TREE TRIMMER STEP A 30.85$ $2,468.11 $5,347.57 $64,170.79 STEP B 32.39$ $2,591.51 $5,614.94 $67,379.33
STEP C 34.01$ $2,721.09 $5,895.69 $70,748.30
STEP D 35.71$ $2,857.14 $6,190.48 $74,285.71
STEP E 37.50$ $3,000.00 $6,500.00 $78,000.00
LIBRARIAN STEP A 34.28$ $2,742.43 $5,941.94 $71,303.23 STEP B 36.00$ $2,879.81 $6,239.58 $74,875.01
STEP C 37.80$ $3,023.97 $6,551.93 $78,623.17
STEP D 39.68$ $3,174.06 $6,877.14 $82,525.66
STEP E 41.66$ $3,332.64 $7,220.72 $86,648.64
LIBRARIAN - PT STEP A 34.28$ $2,742.43 $5,941.94 $71,303.23 STEP B 36.00$ $2,879.81 $6,239.58 $74,875.01
STEP C 37.80$ $3,023.97 $6,551.93 $78,623.17
STEP D 39.68$ $3,174.06 $6,877.14 $82,525.66
STEP E 41.66$ $3,332.64 $7,220.72 $86,648.64
LIBRARY AIDE - PT STEP A 17.50$ $1,400.05 $3,033.44 $36,401.25 STEP B 18.38$ $1,470.43 $3,185.94 $38,231.23
STEP C 19.30$ $1,544.21 $3,345.78 $40,149.41
STEP D 20.28$ $1,622.22 $3,514.82 $42,177.82
STEP E 21.30$ $1,703.63 $3,691.20 $44,294.43
LIBRARY ASSISTANT STEP A 22.21$ $1,776.72 $3,849.56 $46,194.68 STEP B 23.32$ $1,865.55 $4,042.03 $48,504.41
STEP C 24.49$ $1,958.83 $4,244.14 $50,929.63
STEP D 25.71$ $2,056.77 $4,456.34 $53,476.11
STEP E 27.00$ $2,159.61 $4,679.16 $56,149.92
APPENDIX "B"
CITY OF NATIONAL CITY
NCMEA SALARY SCHEDULE
EFFECTIVE JULY 8, 2025
TITLE HOURLY BI-WEEKLY MONTHLY ANNUAL
LIBRARY ASSISTANT - PT STEP A 20.72$ $1,657.84 $3,591.99 $43,103.84 STEP B 21.76$ $1,740.94 $3,772.05 $45,264.54
STEP C 22.84$ $1,827.44 $3,959.45 $47,513.44
STEP D 23.99$ $1,919.02 $4,157.89 $49,894.62
STEP E 25.19$ $2,014.85 $4,365.50 $52,386.05
LIBRARY CIRCULATION SUPERVISOR STEP A 29.83$ $2,386.27 $5,170.26 $62,043.07 STEP B 31.31$ $2,504.99 $5,427.48 $65,129.79
STEP C 32.88$ $2,630.50 $5,699.41 $68,392.90
STEP D 34.52$ $2,761.94 $5,984.19 $71,810.34
STEP E 36.25$ $2,900.16 $6,283.68 $75,404.16
LIBRARY TECHNICIAN STEP A 25.06$ $2,004.67 $4,343.46 $52,121.47 STEP B 26.31$ $2,104.74 $4,560.26 $54,723.14
STEP C 27.62$ $2,209.89 $4,788.09 $57,457.09
STEP D 29.01$ $2,320.98 $5,028.78 $60,345.38
STEP E 30.44$ $2,435.46 $5,276.82 $63,321.86
LIBRARY TECHNICIAN - PT STEP A 25.06$ $2,004.67 $4,343.46 $52,121.47 STEP B 26.31$ $2,104.74 $4,560.26 $54,723.14
STEP C 27.62$ $2,209.89 $4,788.09 $57,457.09
STEP D 29.01$ $2,320.98 $5,028.78 $60,345.38
STEP E 30.44$ $2,435.46 $5,276.82 $63,321.86
MANAGEMENT ANALYST TRAINEE STEP A 27.99$ $2,239.57 $4,852.40 $58,228.77 STEP B 29.39$ $2,351.50 $5,094.93 $61,139.10
STEP C 30.86$ $2,468.53 $5,348.48 $64,181.73
STEP D 32.39$ $2,591.49 $5,614.89 $67,378.69
STEP E 34.03$ $2,722.08 $5,897.84 $70,774.08
MAINTENANCE WORKER STEP A 24.97$ $1,997.65 $4,328.24 $51,938.85 STEP B 26.22$ $2,097.53 $4,544.65 $54,535.80
STEP C 27.53$ $2,202.41 $4,771.88 $57,262.59
STEP D 28.91$ $2,312.53 $5,010.48 $60,125.71
STEP E 30.35$ $2,428.15 $5,261.00 $63,132.00
NEIGHBORHOOD COUNCIL
SPECIALIST STEP A 28.48$ $2,278.58 $4,936.91 $59,242.98 STEP B 29.90$ $2,392.21 $5,183.12 $62,197.41
STEP C 31.39$ $2,510.93 $5,440.34 $65,284.13
STEP D 32.97$ $2,637.28 $5,714.11 $68,569.28
STEP E 34.62$ $2,769.57 $6,000.73 $72,008.77
APPENDIX "B"
CITY OF NATIONAL CITY
NCMEA SALARY SCHEDULE
EFFECTIVE JULY 8, 2025
TITLE HOURLY BI-WEEKLY MONTHLY ANNUAL
NUTRITION SERVICES SUPERVISOR STEP A 33.01$ $2,640.67 $5,721.46 $68,657.47 STEP B 34.65$ $2,772.11 $6,006.24 $72,074.91
STEP C 36.39$ $2,911.18 $6,307.57 $75,690.78
STEP D 38.20$ $3,056.19 $6,621.75 $79,460.99
STEP E 40.12$ $3,209.68 $6,954.31 $83,451.68
OFFICE ASSISTANT STEP A 20.62$ $1,649.36 $3,573.61 $42,883.36 STEP B 21.68$ $1,734.16 $3,757.35 $45,088.16
STEP C 22.74$ $1,818.96 $3,941.08 $47,292.96
STEP D 23.88$ $1,910.54 $4,139.51 $49,674.14
STEP E 25.07$ $2,005.52 $4,345.29 $52,143.52
PARK CARETAKER STEP A 23.76$ $1,900.51 $4,117.77 $49,413.19 STEP B 24.94$ $1,995.53 $4,323.65 $51,883.85
STEP C 26.19$ $2,095.31 $4,539.84 $54,478.04
STEP D 27.50$ $2,200.07 $4,766.83 $57,201.94
STEP E 28.88$ $2,310.08 $5,005.17 $60,062.04
PARK SUPERVISOR STEP A 37.60$ $3,008.24 $6,517.86 $78,214.32 STEP B 39.48$ $3,158.66 $6,843.75 $82,125.04
STEP C 41.46$ $3,316.59 $7,185.94 $86,231.29
STEP D 43.53$ $3,482.42 $7,545.24 $90,542.86
STEP E 45.71$ $3,656.54 $7,922.50 $95,070.00
PARKING REGULATIONS OFFICER STEP A 25.90$ $2,071.66 $4,488.61 $53,863.26 STEP B 27.20$ $2,175.97 $4,714.60 $56,575.17
STEP C 28.56$ $2,284.51 $4,949.78 $59,397.31
STEP D 30.00$ $2,399.84 $5,199.65 $62,395.84
STEP E 31.49$ $2,519.41 $5,458.72 $65,504.61
PARKS EQUIPMENT OPERATOR STEP A 27.32$ $2,185.41 $4,735.06 $56,820.77 STEP B 28.68$ $2,294.68 $4,971.82 $59,661.81
STEP C 30.12$ $2,409.42 $5,220.41 $62,644.90
STEP D 31.62$ $2,529.89 $5,481.43 $65,777.14
STEP E 33.20$ $2,656.38 $5,755.50 $69,066.00
PERMIT TECHNICIAN STEP A 30.46$ $2,436.64 $5,279.39 $63,352.66 STEP B 31.98$ $2,558.47 $5,543.36 $66,520.30
STEP C 33.58$ $2,686.40 $5,820.53 $69,846.31
STEP D 35.26$ $2,820.72 $6,111.55 $73,338.63
STEP E 37.02$ $2,961.75 $6,417.13 $77,005.56
APPENDIX "B"
CITY OF NATIONAL CITY
NCMEA SALARY SCHEDULE
EFFECTIVE JULY 8, 2025
TITLE HOURLY BI-WEEKLY MONTHLY ANNUAL
PLANNING TECHNICIAN STEP A 30.77$ $2,461.58 $5,333.42 $64,001.09 STEP B 32.31$ $2,584.66 $5,600.10 $67,201.14
STEP C 33.92$ $2,713.89 $5,880.10 $70,561.20
STEP D 35.62$ $2,849.59 $6,174.10 $74,089.26
STEP E 37.40$ $2,992.07 $6,482.81 $77,793.72
PLANS EXAMINER STEP A 44.22$ $3,537.86 $7,665.35 $91,984.26 STEP B 46.44$ $3,715.09 $8,049.36 $96,592.29
STEP C 48.75$ $3,899.95 $8,449.90 $101,398.75
STEP D 51.20$ $4,095.84 $8,874.32 $106,491.84
STEP E 53.76$ $4,301.06 $9,318.95 $111,827.46
PLUMBER STEP A 29.19$ $2,335.39 $5,060.02 $60,720.19 STEP B 30.64$ $2,451.57 $5,311.73 $63,740.77
STEP C 32.18$ $2,574.53 $5,578.14 $66,937.73
STEP D 33.80$ $2,704.27 $5,859.26 $70,311.07
STEP E 35.48$ $2,838.26 $6,149.55 $73,794.66
POLICE DISPATCH SUPERVISOR STEP A 42.86$ $3,428.46 $7,428.34 $89,140.06 STEP B 45.01$ $3,600.61 $7,801.32 $93,615.81
STEP C 47.25$ $3,780.38 $8,190.83 $98,289.98
STEP D 49.63$ $3,970.34 $8,602.39 $103,228.74
STEP E 52.10$ $4,167.92 $9,030.49 $108,365.92
POLICE DISPATCHER STEP A 35.23$ $2,818.58 $6,106.92 $73,283.05 STEP B 36.99$ $2,959.51 $6,412.27 $76,947.20
STEP C 38.84$ $3,107.48 $6,732.88 $80,794.56
STEP D 40.79$ $3,262.86 $7,069.52 $84,834.29
STEP E 42.83$ $3,426.00 $7,423.00 $89,076.00
POLICE INVESTIGATIVE AIDE STEP A 29.54$ $2,363.38 $5,120.65 $61,447.78 STEP B 31.02$ $2,481.25 $5,376.04 $64,512.45
STEP C 32.56$ $2,605.06 $5,644.29 $67,731.46
STEP D 34.20$ $2,735.65 $5,927.24 $71,126.85
STEP E 35.90$ $2,872.18 $6,223.05 $74,676.58
POLICE INVESTIGATOR (NON-
SWORN) STEP A 32.61$ $2,608.45 $5,651.64 $67,819.65 STEP B 34.24$ $2,739.04 $5,934.59 $71,215.04
STEP C 35.94$ $2,875.57 $6,230.40 $74,764.77
STEP D 37.74$ $3,018.88 $6,540.91 $78,490.88
STEP E 39.62$ $3,169.82 $6,867.95 $82,415.42
APPENDIX "B"
CITY OF NATIONAL CITY
NCMEA SALARY SCHEDULE
EFFECTIVE JULY 8, 2025
TITLE HOURLY BI-WEEKLY MONTHLY ANNUAL
POLICE INVESTIGATOR - PT (NON-
SWORN) STEP A 32.61$ $2,608.45 $5,651.64 $67,819.65 STEP B 34.24$ $2,739.04 $5,934.59 $71,215.04
STEP C 35.94$ $2,875.57 $6,230.40 $74,764.77
STEP D 37.74$ $3,018.88 $6,540.91 $78,490.88
STEP E 39.62$ $3,169.82 $6,867.95 $82,415.42
POLICE OPERATIONS ASSISTANT STEP A 28.42$ $2,273.49 $4,925.89 $59,110.69 STEP B 29.84$ $2,387.12 $5,172.09 $62,065.12
STEP C 31.32$ $2,505.84 $5,429.32 $65,151.84
STEP D 32.90$ $2,632.19 $5,703.08 $68,436.99
STEP E 34.53$ $2,762.78 $5,986.03 $71,832.38
POLICE RECORDS CLERK STEP A 22.58$ $1,806.65 $3,914.42 $46,973.02 STEP B 23.71$ $1,896.99 $4,110.14 $49,321.67
STEP C 24.90$ $1,991.84 $4,315.65 $51,787.76
STEP D 26.14$ $2,091.43 $4,531.43 $54,377.14
STEP E 27.45$ $2,196.00 $4,758.00 $57,096.00
POLICE RECORDS SUPERVISOR STEP A 31.21$ $2,496.51 $5,409.11 $64,909.31 STEP B 32.75$ $2,620.32 $5,677.36 $68,128.32
STEP C 34.39$ $2,750.91 $5,960.31 $71,523.71
STEP D 36.11$ $2,889.14 $6,259.79 $75,117.54
STEP E 37.93$ $3,034.14 $6,573.98 $78,887.74
PROPERTY AGENT STEP A 39.31$ $3,144.94 $6,814.03 $81,768.40 STEP B 41.28$ $3,302.19 $7,154.73 $85,856.82
STEP C 43.34$ $3,467.29 $7,512.47 $90,149.66
STEP D 45.51$ $3,640.66 $7,888.10 $94,657.14
STEP E 47.78$ $3,822.69 $8,282.50 $99,390.00
PROPERTY & EVIDENCE SPECIALIST
I STEP A 24.01$ $1,921.04 $4,162.25 $49,946.99
STEP B 25.21$ $2,017.09 $4,370.36 $52,444.34
STEP C 26.47$ $2,117.94 $4,588.88 $55,066.56
STEP D 27.80$ $2,223.84 $4,818.32 $57,819.89
STEP E 29.19$ $2,335.03 $5,059.24 $60,710.88
PROPERTY & EVIDENCE SPECIALIST
I - PT STEP A 23.53$ $1,882.56 $4,078.88 $48,946.56 STEP B 24.71$ $1,976.69 $4,282.82 $51,393.89
STEP C 25.95$ $2,075.90 $4,497.79 $53,973.50
STEP D 27.24$ $2,179.36 $4,721.95 $56,663.36
STEP E 28.61$ $2,288.75 $4,958.96 $59,507.55
APPENDIX "B"
CITY OF NATIONAL CITY
NCMEA SALARY SCHEDULE
EFFECTIVE JULY 8, 2025
TITLE HOURLY BI-WEEKLY MONTHLY ANNUAL
PROPERTY & EVIDENCE SPECIALIST
II STEP A 28.17$ $2,253.98 $4,883.63 $58,603.58
STEP B 29.58$ $2,366.77 $5,128.00 $61,535.97
STEP C 31.06$ $2,484.64 $5,383.39 $64,600.64
STEP D 32.61$ $2,608.45 $5,651.64 $67,819.65
STEP E 34.24$ $2,739.04 $5,934.59 $71,215.04
PROPERTY & EVIDENCE UNIT
SUPERVISOR STEP A 32.48$ $2,598.54 $5,630.17 $67,562.07 STEP B 34.11$ $2,728.47 $5,911.68 $70,940.17
STEP C 35.81$ $2,864.89 $6,207.27 $74,487.18
STEP D 37.60$ $3,008.14 $6,517.63 $78,211.54
STEP E 39.48$ $3,158.54 $6,843.51 $82,122.12
PUBLIC WORKS CREW SUPERVISOR STEP A 41.52$ $3,321.62 $7,196.83 $86,362.02 STEP B 43.59$ $3,486.98 $7,555.11 $90,661.38
STEP C 45.77$ $3,661.66 $7,933.61 $95,203.26
STEP D 48.06$ $3,844.83 $8,330.47 $99,965.63
STEP E 50.47$ $4,037.33 $8,747.54 $104,970.53
PURCHASING CLERK STEP A 23.57$ $1,885.95 $4,086.23 $49,034.75 STEP B 24.75$ $1,980.08 $4,290.17 $51,482.08
STEP C 25.98$ $2,078.45 $4,503.30 $54,039.65
STEP D 27.30$ $2,183.60 $4,731.13 $56,773.60
STEP E 28.65$ $2,292.14 $4,966.31 $59,595.74
RECREATION AIDE - PT STEP A 17.50$ $1,400.05 $3,033.44 $36,401.25 STEP B 18.38$ $1,470.43 $3,185.94 $38,231.23
STEP C 19.30$ $1,544.21 $3,345.78 $40,149.41
STEP D 20.28$ $1,622.22 $3,514.82 $42,177.82
STEP E 21.30$ $1,703.63 $3,691.20 $44,294.43
RECREATION CENTER SUPERVISOR STEP A 33.25$ $2,660.37 $5,764.13 $69,169.60 STEP B 34.92$ $2,793.39 $6,052.34 $72,628.08
STEP C 36.66$ $2,933.06 $6,354.96 $76,259.48
STEP D 38.50$ $3,079.71 $6,672.70 $80,072.46
STEP E 40.42$ $3,233.70 $7,006.34 $84,076.08
RECREATION LEADER I - PT STEP A 17.65$ $1,411.92 $3,059.16 $36,709.92 STEP B 18.54$ $1,483.15 $3,213.50 $38,561.95
STEP C 19.47$ $1,557.78 $3,375.18 $40,502.18
STEP D 20.45$ $1,635.79 $3,544.22 $42,530.59
STEP E 21.48$ $1,718.05 $3,722.44 $44,669.25
APPENDIX "B"
CITY OF NATIONAL CITY
NCMEA SALARY SCHEDULE
EFFECTIVE JULY 8, 2025
TITLE HOURLY BI-WEEKLY MONTHLY ANNUAL
RECREATION LEADER II - PT STEP A 18.41$ $1,472.51 $3,190.44 $38,285.28 STEP B 19.33$ $1,546.14 $3,349.96 $40,199.55
STEP C 20.29$ $1,623.44 $3,517.46 $42,209.52
STEP D 21.31$ $1,704.62 $3,693.33 $44,320.00
STEP E 22.37$ $1,789.85 $3,878.00 $46,536.00
RECREATION LEADER III - PT STEP A 17.95$ $1,435.66 $3,110.61 $37,327.26 STEP B 18.85$ $1,507.74 $3,266.78 $39,201.34
STEP C 19.79$ $1,583.22 $3,430.30 $41,163.62
STEP D 20.79$ $1,662.93 $3,603.01 $43,236.13
STEP E 21.84$ $1,746.88 $3,784.91 $45,418.88
RECREATION SPECIALIST - PT STEP A 21.02$ $1,681.61 $3,643.48 $43,721.73 STEP B 22.07$ $1,765.69 $3,825.65 $45,907.82
STEP C 23.17$ $1,853.97 $4,016.93 $48,203.21
STEP D 24.33$ $1,946.67 $4,217.78 $50,613.37
STEP E 25.55$ $2,044.00 $4,428.67 $53,144.04
RECREATION SUPERVISOR STEP A 34.98$ $2,798.45 $6,063.32 $72,759.81 STEP B 36.73$ $2,938.38 $6,366.48 $76,397.80
STEP C 38.57$ $3,085.30 $6,684.81 $80,217.69
STEP D 40.49$ $3,239.56 $7,019.05 $84,228.57
STEP E 42.52$ $3,401.54 $7,370.00 $88,440.00
SENIOR ACCOUNTING ASSISTANT STEP A 28.76$ $2,300.62 $4,984.69 $59,816.22 STEP B 30.19$ $2,415.10 $5,232.73 $62,792.70
STEP C 31.70$ $2,536.37 $5,495.46 $65,945.57
STEP D 33.31$ $2,664.42 $5,772.90 $69,274.82
STEP E 34.96$ $2,796.70 $6,059.53 $72,714.30
SENIOR BUILDING INSPECTOR STEP A 41.95$ $3,355.98 $7,271.28 $87,255.40 STEP B 44.05$ $3,523.78 $7,634.85 $91,618.17
STEP C 46.25$ $3,699.96 $8,016.59 $96,199.07
STEP D 48.56$ $3,884.96 $8,417.42 $101,009.03
STEP E 50.99$ $4,079.21 $8,838.29 $106,059.48
SENIOR CIVIL ENGINEERING
TECHNICIAN STEP A 36.16$ $2,892.53 $6,267.14 $75,205.73 STEP B 37.97$ $3,037.54 $6,581.33 $78,975.94
STEP C 39.87$ $3,189.33 $6,910.21 $82,922.53
STEP D 41.37$ $3,309.74 $7,171.11 $86,053.34
STEP E 43.95$ $3,515.81 $7,617.58 $91,411.01
APPENDIX "B"
CITY OF NATIONAL CITY
NCMEA SALARY SCHEDULE
EFFECTIVE JULY 8, 2025
TITLE HOURLY BI-WEEKLY MONTHLY ANNUAL
SENIOR CRIME AND INTELLIGENCE
ANALYST STEP A 47.04$ $3,763.20 $8,153.60 $97,843.20 STEP B 49.39$ $3,951.20 $8,560.93 $102,731.20
STEP C 51.86$ $4,148.80 $8,989.07 $107,868.80
STEP D 54.45$ $4,356.00 $9,438.00 $113,256.00
STEP E 57.17$ $4,573.60 $9,909.47 $118,913.60
SENIOR CODE CONFORMANCE
OFFICER STEP A 38.12$ $3,049.68 $6,607.65 $79,291.80 STEP B 40.03$ $3,202.17 $6,938.03 $83,256.39
STEP C 42.03$ $3,362.28 $7,284.93 $87,419.21
STEP D 44.13$ $3,530.39 $7,649.18 $91,790.17
STEP E 46.34$ $3,706.91 $8,031.64 $96,379.68
SENIOR CONSTRUCTION
INSPECTOR STEP A 40.44$ $3,235.53 $7,010.31 $84,123.66 STEP B 42.47$ $3,397.30 $7,360.82 $88,329.85
STEP C 44.59$ $3,567.17 $7,728.86 $92,746.34
STEP D 46.82$ $3,745.53 $8,115.30 $97,383.66
STEP E 49.16$ $3,932.80 $8,521.07 $102,252.84
SENIOR EQUIPMENT OPERATOR STEP A 30.83$ $2,466.59 $5,344.28 $64,131.30 STEP B 32.37$ $2,589.92 $5,611.49 $67,337.87
STEP C 33.99$ $2,719.41 $5,892.06 $70,704.76
STEP D 35.69$ $2,855.38 $6,186.67 $74,240.00
STEP E 37.48$ $2,998.15 $6,496.00 $77,952.00
SENIOR HOUSING SPECIALIST STEP A 39.53$ $3,162.19 $6,851.42 $82,216.99 STEP B 41.49$ $3,319.07 $7,191.32 $86,295.87
STEP C 43.57$ $3,485.28 $7,551.44 $90,617.28
STEP D 45.74$ $3,659.12 $7,928.09 $95,137.12
STEP E 48.04$ $3,843.14 $8,326.79 $99,921.54
SENIOR LIBRARIAN STEP A 40.14$ $3,211.17 $6,957.54 $83,490.45 STEP B 42.15$ $3,371.73 $7,305.41 $87,664.97
STEP C 44.25$ $3,540.32 $7,670.68 $92,048.22
STEP D 46.47$ $3,717.33 $8,054.22 $96,650.63
STEP E 48.79$ $3,903.20 $8,456.93 $101,483.16
SENIOR LIBRARY TECHNICIAN STEP A 26.37$ $2,109.82 $4,571.29 $54,855.42 STEP B 27.69$ $2,214.98 $4,799.11 $57,589.38
STEP C 29.09$ $2,326.91 $5,041.64 $60,499.71
STEP D 30.55$ $2,443.94 $5,295.19 $63,542.34
STEP E 32.07$ $2,565.20 $5,557.93 $66,695.20
APPENDIX "B"
CITY OF NATIONAL CITY
NCMEA SALARY SCHEDULE
EFFECTIVE JULY 8, 2025
TITLE HOURLY BI-WEEKLY MONTHLY ANNUAL
SENIOR OFFICE ASSISTANT STEP A 23.72$ $1,897.78 $4,111.87 $49,342.40 STEP B 24.91$ $1,992.67 $4,317.46 $51,809.52
STEP C 26.15$ $2,092.31 $4,533.33 $54,400.00
STEP D 27.46$ $2,196.92 $4,760.00 $57,120.00
STEP E 28.83$ $2,306.77 $4,998.00 $59,976.00
SENIOR PARK CARETAKER STEP A 28.00$ $2,239.70 $4,852.69 $58,232.23 STEP B 29.40$ $2,351.69 $5,095.32 $61,143.84
STEP C 30.87$ $2,469.27 $5,350.09 $64,201.03
STEP D 32.41$ $2,592.73 $5,617.59 $67,411.09
STEP E 34.03$ $2,722.37 $5,898.47 $70,781.64
SENIOR POLICE DISPATCHER STEP A 40.94$ $3,274.98 $7,095.78 $85,149.38 STEP B 42.98$ $3,438.64 $7,450.39 $89,404.64
STEP C 45.12$ $3,609.94 $7,821.53 $93,858.34
STEP D 47.38$ $3,790.56 $8,212.88 $98,554.56
STEP E 49.75$ $3,979.66 $8,622.61 $103,471.26
SENIOR TRAFFIC PAINTER STEP A 28.97$ $2,317.58 $5,021.43 $60,257.18 STEP B 30.41$ $2,432.91 $5,271.31 $63,255.71
STEP C 31.93$ $2,554.18 $5,534.05 $66,408.58
STEP D 33.53$ $2,682.22 $5,811.49 $69,737.82
STEP E 35.21$ $2,817.06 $6,103.62 $73,243.46
SOUS CHEF STEP A 20.97$ $1,677.34 $3,634.25 $43,610.94 STEP B 22.02$ $1,761.30 $3,816.14 $45,793.70
STEP C 23.12$ $1,849.49 $4,007.22 $48,086.69
STEP D 24.27$ $1,941.92 $4,207.49 $50,489.92
STEP E 25.48$ $2,038.59 $4,416.95 $53,003.39
STORM WATER COMPLIANCE
INSPECTOR STEP A 33.49$ $2,678.83 $5,804.14 $69,649.63 STEP B 35.16$ $2,812.82 $6,094.43 $73,133.22
STEP C 36.92$ $2,953.58 $6,399.43 $76,793.18
STEP D 38.31$ $3,064.67 $6,640.12 $79,681.47
STEP E 40.69$ $3,255.47 $7,053.52 $84,642.27
STREET SWEEPER OPERATOR STEP A 27.56$ $2,204.97 $4,777.43 $57,329.20 STEP B 28.94$ $2,315.22 $5,016.30 $60,195.66
STEP C 30.39$ $2,430.98 $5,267.12 $63,205.44
STEP D 31.91$ $2,552.53 $5,530.48 $66,365.71
STEP E 33.50$ $2,680.15 $5,807.00 $69,684.00
APPENDIX "B"
CITY OF NATIONAL CITY
NCMEA SALARY SCHEDULE
EFFECTIVE JULY 8, 2025
TITLE HOURLY BI-WEEKLY MONTHLY ANNUAL
SUPERVISING CUSTODIAN STEP A 22.44$ $1,795.29 $3,889.79 $46,677.44 STEP B 23.56$ $1,885.05 $4,084.28 $49,011.31
STEP C 24.74$ $1,979.30 $4,288.49 $51,461.88
STEP D 25.98$ $2,078.27 $4,502.91 $54,034.97
STEP E 27.28$ $2,182.18 $4,728.06 $56,736.72
TRAFFIC OFFICE COORDINATOR STEP A 28.10$ $2,248.05 $4,870.77 $58,449.25 STEP B 29.50$ $2,359.98 $5,113.30 $61,359.58
STEP C 30.97$ $2,477.86 $5,368.69 $64,424.26
STEP D 32.53$ $2,602.51 $5,638.78 $67,665.31
STEP E 34.16$ $2,733.10 $5,921.73 $71,060.70
TRAFFIC PAINTER STEP A 26.65$ $2,131.69 $4,618.65 $55,423.82 STEP B 27.98$ $2,238.27 $4,849.58 $58,195.01
STEP C 29.38$ $2,350.18 $5,092.06 $61,104.76
STEP D 30.85$ $2,467.69 $5,346.67 $64,160.00
STEP E 32.39$ $2,591.08 $5,614.00 $67,368.00
TRAINING COORDINATOR STEP A 30.73$ $2,458.23 $5,326.18 $63,914.11 STEP B 32.26$ $2,581.15 $5,592.48 $67,109.82
STEP C 33.88$ $2,710.20 $5,872.11 $70,465.31
STEP D 35.57$ $2,845.71 $6,165.71 $73,988.57
STEP E 37.35$ $2,988.00 $6,474.00 $77,688.00
TREE TRIMMER STEP A 26.84$ $2,146.87 $4,651.56 $55,818.72 STEP B 28.18$ $2,254.22 $4,884.14 $58,609.65
STEP C 29.59$ $2,366.93 $5,128.34 $61,540.14
STEP D 31.07$ $2,485.27 $5,384.76 $64,617.14
STEP E 32.62$ $2,609.54 $5,654.00 $67,848.00
WASTE WATER CREW CHIEF STEP A 31.78$ $2,542.30 $5,508.33 $66,099.90 STEP B 33.37$ $2,669.50 $5,783.93 $69,407.10
STEP C 35.03$ $2,802.64 $6,072.39 $72,868.64
STEP D 36.79$ $2,943.41 $6,377.38 $76,528.61
STEP E 38.64$ $3,090.96 $6,697.08 $80,364.96
APPENDIX "B"
CITY OF NATIONAL CITY
NCMEA SALARY SCHEDULE
EFFECTIVE JULY 7, 2026
TITLE HOURLY BI-WEEKLY MONTHLY ANNUAL
ABANDONED VEHICLE ABATEMENT
OFFICER STEP A 25.48$ $2,038.64 $4,417.06 $53,004.72 STEP B 26.76$ $2,140.58 $4,637.91 $55,654.95
STEP C 28.10$ $2,247.60 $4,869.81 $58,437.70
STEP D 29.50$ $2,359.98 $5,113.30 $61,359.58
STEP E 30.97$ $2,477.98 $5,368.96 $64,427.56
ACADEMIC ENRICHMENT
PROGRAMS COORDINATOR STEP A 35.99$ $2,878.86 $6,237.53 $74,850.35 STEP B 37.79$ $3,022.80 $6,549.41 $78,592.87
STEP C 39.67$ $3,173.94 $6,876.88 $82,522.51
STEP D 41.66$ $3,332.64 $7,220.72 $86,648.64
STEP E 43.74$ $3,499.27 $7,581.76 $90,981.07
ACCOUNTANT STEP A 37.54$ $3,003.36 $6,507.29 $78,087.46 STEP B 39.42$ $3,153.53 $6,832.65 $81,991.84
STEP C 41.39$ $3,311.21 $7,174.29 $86,091.43
STEP D 43.46$ $3,476.77 $7,533.00 $90,396.00
STEP E 45.63$ $3,650.61 $7,909.65 $94,915.80
ACCOUNTANT TRAINEE STEP A 31.62$ $2,529.44 $5,480.46 $65,765.46 STEP B 33.20$ $2,655.91 $5,754.48 $69,053.74
STEP C 34.86$ $2,788.71 $6,042.20 $72,506.42
STEP D 36.60$ $2,928.14 $6,344.31 $76,131.74
STEP E 38.43$ $3,074.55 $6,661.53 $79,938.33
ACCOUNTING ASSISTANT STEP A 28.35$ $2,267.77 $4,913.51 $58,962.10 STEP B 29.76$ $2,381.16 $5,159.18 $61,910.20
STEP C 31.25$ $2,500.22 $5,417.14 $65,005.71
STEP D 32.82$ $2,625.23 $5,688.00 $68,256.00
STEP E 34.46$ $2,756.49 $5,972.40 $71,668.80
ADMINISTRATIVE SECRETARY STEP A 29.03$ $2,322.51 $5,032.11 $60,385.36 STEP B 30.48$ $2,438.64 $5,283.72 $63,404.63
STEP C 32.01$ $2,560.57 $5,547.90 $66,574.86
STEP D 33.61$ $2,688.60 $5,825.30 $69,903.60
STEP E 35.29$ $2,823.03 $6,116.57 $73,398.78
ADMINISTRATIVE TECHNICIAN STEP A 32.14$ $2,571.18 $5,570.89 $66,850.66 STEP B 33.75$ $2,699.74 $5,849.43 $70,193.20
STEP C 35.43$ $2,834.73 $6,141.90 $73,702.86
STEP D 37.21$ $2,976.46 $6,449.00 $77,388.00
STEP E 39.07$ $3,125.28 $6,771.45 $81,257.40
5% SALARY INCREASE
APPENDIX "B"
CITY OF NATIONAL CITY
NCMEA SALARY SCHEDULE
EFFECTIVE JULY 7, 2026
TITLE HOURLY BI-WEEKLY MONTHLY ANNUAL
ALARM PROGRAM COORDINATOR STEP A 21.47$ $1,717.79 $3,721.88 $44,662.62 STEP B 22.55$ $1,803.68 $3,907.98 $46,895.75
STEP C 23.67$ $1,893.87 $4,103.38 $49,240.53
STEP D 24.86$ $1,988.56 $4,308.55 $51,702.56
STEP E 26.10$ $2,087.99 $4,523.97 $54,287.69
ANIMAL REGULATIONS OFFICER STEP A 28.92$ $2,313.66 $5,012.93 $60,155.13 STEP B 30.37$ $2,429.34 $5,263.57 $63,162.88
STEP C 31.89$ $2,550.81 $5,526.75 $66,321.03
STEP D 33.48$ $2,678.35 $5,803.09 $69,637.08
STEP E 35.15$ $2,812.27 $6,093.24 $73,118.93
ASSISTANT ENGINEER-CIVIL STEP A 45.49$ $3,639.23 $7,885.00 $94,619.99 STEP B 47.76$ $3,821.19 $8,279.25 $99,350.99
STEP C 50.15$ $4,012.25 $8,693.21 $104,318.54
STEP D 52.66$ $4,212.86 $9,127.87 $109,534.46
STEP E 55.29$ $4,423.51 $9,584.27 $115,011.19
ASSISTANT PLANNER STEP A 37.58$ $3,006.19 $6,513.41 $78,160.96 STEP B 39.46$ $3,156.50 $6,839.08 $82,069.01
STEP C 41.43$ $3,314.33 $7,181.04 $86,172.46
STEP D 43.50$ $3,480.04 $7,540.09 $90,481.08
STEP E 45.68$ $3,654.04 $7,917.09 $95,005.13
ASSISTANT TREE TRIMMER STEP A 26.57$ $2,125.81 $4,605.93 $55,271.18 STEP B 27.90$ $2,232.11 $4,836.23 $58,034.74
STEP C 29.30$ $2,343.71 $5,078.04 $60,936.47
STEP D 30.76$ $2,460.90 $5,331.94 $63,983.30
STEP E 32.30$ $2,583.94 $5,598.54 $67,182.46
ASSOCIATE ENGINEER-CIVIL STEP A 53.16$ $4,252.47 $9,213.69 $110,564.30 STEP B 55.81$ $4,465.10 $9,674.38 $116,092.52
STEP C 58.60$ $4,688.35 $10,158.10 $121,897.14
STEP D 61.53$ $4,922.77 $10,666.00 $127,992.00
STEP E 64.61$ $5,168.91 $11,199.30 $134,391.60
ASSOCIATE PLANNER STEP A 43.21$ $3,456.68 $7,489.47 $89,873.66 STEP B 45.37$ $3,629.51 $7,863.95 $94,367.35
STEP C 47.64$ $3,810.99 $8,257.14 $99,085.71
STEP D 50.02$ $4,001.54 $8,670.00 $104,040.00
STEP E 52.52$ $4,201.62 $9,103.50 $109,242.00
5% SALARY INCREASE
APPENDIX "B"
CITY OF NATIONAL CITY
NCMEA SALARY SCHEDULE
EFFECTIVE JULY 7, 2026
TITLE HOURLY BI-WEEKLY MONTHLY ANNUAL
BUILDING INSPECTOR STEP A 38.88$ $3,110.21 $6,738.80 $80,865.57 STEP B 40.82$ $3,265.72 $7,075.74 $84,908.84
STEP C 42.86$ $3,429.01 $7,429.52 $89,154.29
STEP D 45.01$ $3,600.46 $7,801.00 $93,612.00
STEP E 47.26$ $3,780.48 $8,191.05 $98,292.60
BUILDING INSPECTOR/ PLAN
CHECKER STEP A 40.09$ $3,207.04 $6,948.58 $83,382.91 STEP B 42.09$ $3,367.39 $7,296.00 $87,552.06
STEP C 44.20$ $3,535.76 $7,660.81 $91,929.66
STEP D 46.41$ $3,712.54 $8,043.85 $96,526.14
STEP E 48.73$ $3,898.17 $8,446.04 $101,352.45
BUILDING TRADE SPECIALIST STEP A 30.59$ $2,447.40 $5,302.69 $63,632.32 STEP B 32.12$ $2,569.77 $5,567.83 $66,813.94
STEP C 33.73$ $2,698.26 $5,846.22 $70,154.64
STEP D 35.41$ $2,833.17 $6,138.53 $73,662.37
STEP E 37.19$ $2,974.83 $6,445.46 $77,345.49
BUYER STEP A 34.33$ $2,746.41 $5,950.55 $71,406.54 STEP B 36.05$ $2,883.73 $6,248.07 $74,976.87
STEP C 37.85$ $3,027.91 $6,560.48 $78,725.71
STEP D 39.74$ $3,179.31 $6,888.50 $82,662.00
STEP E 41.73$ $3,338.27 $7,232.93 $86,795.10
CARPENTER STEP A 29.79$ $2,382.93 $5,163.02 $61,956.28 STEP B 31.28$ $2,502.08 $5,421.17 $65,054.10
STEP C 32.84$ $2,627.18 $5,692.23 $68,306.80
STEP D 34.48$ $2,758.54 $5,976.85 $71,722.14
STEP E 36.21$ $2,896.47 $6,275.69 $75,308.25
CIVIL ENGINEERING TECHNICIAN STEP A 36.26$ $2,900.70 $6,284.85 $75,418.21 STEP B 38.07$ $3,045.74 $6,599.09 $79,189.12
STEP C 39.98$ $3,198.02 $6,929.05 $83,148.57
STEP D 41.97$ $3,357.92 $7,275.50 $87,306.00
STEP E 44.07$ $3,525.82 $7,639.28 $91,671.30
CODE CONFORMANCE OFFICER I STEP A 33.21$ $2,657.17 $5,757.19 $69,086.31 STEP B 34.88$ $2,790.02 $6,045.05 $72,540.63
STEP C 36.62$ $2,929.53 $6,347.30 $76,167.66
STEP D 38.45$ $3,076.00 $6,664.67 $79,976.04
STEP E 40.37$ $3,229.80 $6,997.90 $83,974.84
5% SALARY INCREASE
APPENDIX "B"
CITY OF NATIONAL CITY
NCMEA SALARY SCHEDULE
EFFECTIVE JULY 7, 2026
TITLE HOURLY BI-WEEKLY MONTHLY ANNUAL
CODE CONFORMANCE OFFICER I -
PT STEP A 33.21$ $2,657.17 $5,757.19 $69,086.31
STEP B 34.88$ $2,790.02 $6,045.05 $72,540.63
STEP C 36.62$ $2,929.53 $6,347.30 $76,167.66
STEP D 38.45$ $3,076.00 $6,664.67 $79,976.04
STEP E 40.37$ $3,229.80 $6,997.90 $83,974.84
CODE CONFORMANCE OFFICER II STEP A 35.42$ $2,833.72 $6,139.73 $73,676.71 STEP B 37.19$ $2,975.41 $6,446.71 $77,360.54
STEP C 39.05$ $3,124.18 $6,769.05 $81,228.57
STEP D 41.00$ $3,280.38 $7,107.50 $85,290.00
STEP E 43.06$ $3,444.40 $7,462.88 $89,554.50
CODE CONFORMANCE OFFICER II -
PT STEP A 35.42$ $2,833.72 $6,139.73 $73,676.71
STEP B 37.19$ $2,975.41 $6,446.71 $77,360.54
STEP C 39.05$ $3,124.18 $6,769.05 $81,228.57
STEP D 41.00$ $3,280.38 $7,107.50 $85,290.00
STEP E 43.06$ $3,444.40 $7,462.88 $89,554.50
COMMUNITY DEVELOPMENT
SPECIALIST I STEP A 33.71$ $2,697.19 $5,843.91 $70,126.97 STEP B 35.40$ $2,832.05 $6,136.11 $73,633.32
STEP C 37.17$ $2,973.65 $6,442.92 $77,314.99
STEP D 39.03$ $3,122.34 $6,765.06 $81,180.74
STEP E 40.98$ $3,278.45 $7,103.31 $85,239.77
COMMUNITY DEVELOPMENT
SPECIALIST II STEP A 38.10$ $3,047.82 $6,603.61 $79,243.28 STEP B 40.00$ $3,200.21 $6,933.79 $83,205.44
STEP C 42.00$ $3,360.22 $7,280.48 $87,365.71
STEP D 44.10$ $3,528.23 $7,644.50 $91,734.00
STEP E 46.31$ $3,704.64 $8,026.73 $96,320.70
COMMUNITY SERVICES OFFICER STEP A 26.94$ $2,155.00 $4,669.17 $56,030.09 STEP B 28.28$ $2,262.75 $4,902.63 $58,831.60
STEP C 29.70$ $2,375.89 $5,147.76 $61,773.18
STEP D 31.18$ $2,494.69 $5,405.15 $64,861.83
STEP E 32.74$ $2,619.42 $5,675.41 $68,104.93
CONSTRUCTION INSPECTOR STEP A 36.49$ $2,919.15 $6,324.82 $75,897.88 STEP B 38.31$ $3,065.11 $6,641.06 $79,692.77
STEP C 40.23$ $3,218.36 $6,973.12 $83,677.41
STEP D 42.24$ $3,379.28 $7,321.77 $87,861.28
STEP E 44.35$ $3,548.24 $7,687.86 $92,254.34
5% SALARY INCREASE
APPENDIX "B"
CITY OF NATIONAL CITY
NCMEA SALARY SCHEDULE
EFFECTIVE JULY 7, 2026
TITLE HOURLY BI-WEEKLY MONTHLY ANNUAL
CRIME & INTELLIGENCE ANALYST STEP A 38.93$ $3,114.01 $6,747.01 $80,964.15 STEP B 40.87$ $3,269.71 $7,084.36 $85,012.35
STEP C 42.91$ $3,433.19 $7,438.58 $89,262.97
STEP D 45.06$ $3,604.85 $7,810.51 $93,726.12
STEP E 47.31$ $3,785.09 $8,201.04 $98,412.43
CRIME ANALYST STEP A 38.41$ $3,072.44 $6,656.95 $79,883.38 STEP B 40.33$ $3,226.06 $6,989.80 $83,877.55
STEP C 42.34$ $3,387.36 $7,339.29 $88,071.43
STEP D 44.46$ $3,556.73 $7,706.25 $92,475.00
STEP E 46.68$ $3,734.57 $8,091.56 $97,098.75
CRIME SCENE SPECIALIST STEP A 36.22$ $2,897.71 $6,278.37 $75,340.46 STEP B 38.03$ $3,042.60 $6,592.29 $79,107.48
STEP C 39.93$ $3,194.73 $6,921.90 $83,062.86
STEP D 41.93$ $3,354.46 $7,268.00 $87,216.00
STEP E 44.03$ $3,522.18 $7,631.40 $91,576.80
CUSTODIAN STEP A 21.00$ $1,679.99 $3,639.98 $43,679.74 STEP B 22.05$ $1,763.99 $3,821.98 $45,863.73
STEP C 23.15$ $1,852.19 $4,013.08 $48,156.91
STEP D 24.31$ $1,944.80 $4,213.73 $50,564.76
STEP E 25.53$ $2,042.04 $4,424.42 $53,093.00
DISHWASHER - PT STEP A 18.40$ $1,471.66 $3,188.60 $38,263.20 STEP B 19.32$ $1,545.24 $3,348.03 $40,176.36
STEP C 20.28$ $1,622.51 $3,515.43 $42,185.17
STEP D 21.30$ $1,703.63 $3,691.20 $44,294.43
STEP E 22.36$ $1,788.81 $3,875.76 $46,509.15
ELECTRICIAN STEP A 33.06$ $2,645.18 $5,731.23 $68,774.71 STEP B 34.72$ $2,777.44 $6,017.79 $72,213.45
STEP C 36.45$ $2,916.31 $6,318.68 $75,824.12
STEP D 38.28$ $3,062.13 $6,634.61 $79,615.33
STEP E 40.19$ $3,215.23 $6,966.34 $83,596.09
EQUIPMENT MECHANIC I STEP A 31.64$ $2,531.31 $5,484.50 $65,814.06 STEP B 33.22$ $2,657.88 $5,758.73 $69,104.76
STEP C 34.88$ $2,790.77 $6,046.67 $72,560.00
STEP D 36.63$ $2,930.31 $6,349.00 $76,188.00
STEP E 38.46$ $3,076.82 $6,666.45 $79,997.40
5% SALARY INCREASE
APPENDIX "B"
CITY OF NATIONAL CITY
NCMEA SALARY SCHEDULE
EFFECTIVE JULY 7, 2026
TITLE HOURLY BI-WEEKLY MONTHLY ANNUAL
EQUIPMENT MECHANIC II STEP A 33.75$ $2,700.36 $5,850.77 $70,209.26 STEP B 35.44$ $2,835.37 $6,143.31 $73,719.73
STEP C 37.21$ $2,977.14 $6,450.48 $77,405.71
STEP D 39.08$ $3,126.00 $6,773.00 $81,276.00
STEP E 41.03$ $3,282.30 $7,111.65 $85,339.80
EQUIPMENT OPERATOR STEP A 29.38$ $2,350.10 $5,091.89 $61,102.69 STEP B 30.85$ $2,467.61 $5,346.49 $64,157.82
STEP C 32.39$ $2,590.99 $5,613.81 $67,365.71
STEP D 34.01$ $2,720.54 $5,894.50 $70,734.00
STEP E 35.71$ $2,856.57 $6,189.23 $74,270.70
EXECUTIVE CHEF STEP A 25.68$ $2,054.03 $4,450.39 $53,404.68 STEP B 26.96$ $2,156.73 $4,672.91 $56,074.91
STEP C 28.31$ $2,264.56 $4,906.55 $58,878.66
STEP D 29.72$ $2,377.79 $5,151.88 $61,822.59
STEP E 31.21$ $2,496.68 $5,409.48 $64,913.72
EXECUTIVE SECRETARY STEP A 30.84$ $2,467.12 $5,345.43 $64,145.12 STEP B 32.38$ $2,590.48 $5,612.70 $67,352.38
STEP C 34.00$ $2,720.00 $5,893.33 $70,720.00
STEP D 35.70$ $2,856.00 $6,188.00 $74,256.00
STEP E 37.49$ $2,998.80 $6,497.40 $77,968.80
FIRE INSPECTOR I STEP A 38.67$ $3,093.23 $6,702.00 $80,423.97 STEP B 40.60$ $3,247.89 $7,037.10 $84,445.17
STEP C 42.63$ $3,410.29 $7,388.95 $88,667.43
STEP D 44.76$ $3,580.80 $7,758.40 $93,100.80
STEP E 47.00$ $3,759.84 $8,146.32 $97,755.84
FIRE INSPECTOR II STEP A 41.39$ $3,310.96 $7,173.74 $86,084.87 STEP B 43.46$ $3,476.50 $7,532.43 $90,389.12
STEP C 45.63$ $3,650.33 $7,909.05 $94,908.57
STEP D 47.91$ $3,832.85 $8,304.50 $99,654.00
STEP E 50.31$ $4,024.49 $8,719.73 $104,636.70
FOOD SERVICES WORKER STEP A 19.68$ $1,574.22 $3,410.80 $40,929.62 STEP B 20.66$ $1,652.93 $3,581.34 $42,976.10
STEP C 21.69$ $1,735.57 $3,760.41 $45,124.91
STEP D 22.78$ $1,822.35 $3,948.43 $47,381.15
STEP E 23.92$ $1,913.47 $4,145.85 $49,750.21
5% SALARY INCREASE
APPENDIX "B"
CITY OF NATIONAL CITY
NCMEA SALARY SCHEDULE
EFFECTIVE JULY 7, 2026
TITLE HOURLY BI-WEEKLY MONTHLY ANNUAL
FOOD SERVICES WORKER - PT STEP A 19.68$ $1,574.22 $3,410.80 $40,929.62 STEP B 20.66$ $1,652.93 $3,581.34 $42,976.10
STEP C 21.69$ $1,735.57 $3,760.41 $45,124.91
STEP D 22.78$ $1,822.35 $3,948.43 $47,381.15
STEP E 23.92$ $1,913.47 $4,145.85 $49,750.21
GRAFFITI REMOVAL ASSISTANT STEP A 24.59$ $1,966.85 $4,261.52 $51,138.22 STEP B 25.81$ $2,065.20 $4,474.59 $53,695.13
STEP C 27.11$ $2,168.46 $4,698.32 $56,379.89
STEP D 28.46$ $2,276.88 $4,933.24 $59,198.88
STEP E 29.88$ $2,390.72 $5,179.90 $62,158.82
GRAFFITI REMOVAL TECHNICIAN STEP A 29.05$ $2,324.33 $5,036.05 $60,432.61 STEP B 30.51$ $2,440.55 $5,287.85 $63,454.24
STEP C 32.03$ $2,562.58 $5,552.25 $66,626.96
STEP D 33.63$ $2,690.70 $5,829.86 $69,958.30
STEP E 35.32$ $2,825.24 $6,121.35 $73,456.22
HOME DELIVERED MEAL
COORDINATOR STEP A 20.90$ $1,671.64 $3,621.89 $43,462.72 STEP B 21.94$ $1,755.23 $3,802.99 $45,635.86
STEP C 23.04$ $1,842.99 $3,993.14 $47,917.65
STEP D 24.19$ $1,935.14 $4,192.79 $50,313.54
STEP E 25.40$ $2,031.89 $4,402.43 $52,829.21
HOME DELIVERED MEAL DRIVER STEP A 20.57$ $1,645.27 $3,564.76 $42,777.07 STEP B 21.59$ $1,727.54 $3,742.99 $44,915.93
STEP C 22.67$ $1,813.91 $3,930.14 $47,161.72
STEP D 23.81$ $1,904.61 $4,126.65 $49,519.81
STEP E 25.00$ $1,999.84 $4,332.98 $51,995.80
HOUSING ASSISTANT STEP A 25.92$ $2,073.80 $4,493.24 $53,918.92 STEP B 27.22$ $2,177.49 $4,717.91 $56,614.86
STEP C 28.58$ $2,286.37 $4,953.80 $59,445.61
STEP D 30.01$ $2,400.69 $5,201.49 $62,417.89
STEP E 31.51$ $2,520.72 $5,461.57 $65,538.78
HOUSING INSPECTOR I STEP A 33.84$ $2,707.45 $5,866.13 $70,393.61 STEP B 35.54$ $2,842.82 $6,159.44 $73,913.30
STEP C 37.31$ $2,984.96 $6,467.41 $77,608.96
STEP D 39.18$ $3,134.21 $6,790.78 $81,489.41
STEP E 41.14$ $3,290.92 $7,130.32 $85,563.88
5% SALARY INCREASE
APPENDIX "B"
CITY OF NATIONAL CITY
NCMEA SALARY SCHEDULE
EFFECTIVE JULY 7, 2026
TITLE HOURLY BI-WEEKLY MONTHLY ANNUAL
HOUSING INSPECTOR II STEP A 37.10$ $2,968.23 $6,431.16 $77,173.95 STEP B 38.96$ $3,116.64 $6,752.72 $81,032.65
STEP C 40.91$ $3,272.47 $7,090.36 $85,084.28
STEP D 42.95$ $3,436.10 $7,444.87 $89,338.50
STEP E 45.10$ $3,607.90 $7,817.12 $93,805.42
HOUSING SPECIALIST STEP A 38.25$ $3,060.38 $6,630.82 $79,569.81 STEP B 40.17$ $3,213.40 $6,962.36 $83,548.30
STEP C 42.18$ $3,374.07 $7,310.48 $87,725.71
STEP D 44.28$ $3,542.77 $7,676.00 $92,112.00
STEP E 46.50$ $3,719.91 $8,059.80 $96,717.60
JUNIOR ENGINEER-CIVIL STEP A 38.84$ $3,107.41 $6,732.72 $80,792.67 STEP B 40.78$ $3,262.78 $7,069.36 $84,832.30
STEP C 42.82$ $3,425.92 $7,422.83 $89,073.92
STEP D 44.97$ $3,597.22 $7,793.97 $93,527.62
STEP E 47.21$ $3,777.08 $8,183.67 $98,204.00
LEAD EQUIPMENT MECHANIC STEP A 37.14$ $2,971.42 $6,438.07 $77,256.83 STEP B 39.00$ $3,119.99 $6,759.97 $81,119.67
STEP C 40.95$ $3,275.99 $7,097.97 $85,175.66
STEP D 43.00$ $3,439.79 $7,452.87 $89,434.44
STEP E 45.15$ $3,611.78 $7,825.51 $93,906.16
LEAD HAZARD CONTROL PROGRAM
CASE MANAGER STEP A 32.44$ $2,595.37 $5,623.30 $67,479.59 STEP B 34.06$ $2,725.14 $5,904.46 $70,853.57
STEP C 35.77$ $2,861.39 $6,199.69 $74,396.25
STEP D 37.56$ $3,004.46 $6,509.67 $78,116.06
STEP E 39.43$ $3,154.69 $6,835.16 $82,021.87
LEAD HAZARD CONTROL PROGRAM
COORDINATOR STEP A 35.51$ $2,840.77 $6,155.00 $73,859.97 STEP B 37.29$ $2,982.81 $6,462.75 $77,552.97
STEP C 39.15$ $3,131.95 $6,785.88 $81,430.61
STEP D 41.11$ $3,288.54 $7,125.18 $85,502.14
STEP E 43.16$ $3,452.97 $7,481.44 $89,777.25
LEAD HOUSING INSPECTOR STEP A 33.56$ $2,684.74 $5,816.93 $69,803.19 STEP B 35.24$ $2,818.98 $6,107.78 $73,293.35
STEP C 37.00$ $2,959.92 $6,413.17 $76,958.02
STEP D 38.85$ $3,107.92 $6,733.83 $80,805.92
STEP E 40.79$ $3,263.32 $7,070.52 $84,846.22
5% SALARY INCREASE
APPENDIX "B"
CITY OF NATIONAL CITY
NCMEA SALARY SCHEDULE
EFFECTIVE JULY 7, 2026
TITLE HOURLY BI-WEEKLY MONTHLY ANNUAL
LEAD RISK INSPECTOR/ASSESSOR STEP A 33.56$ $2,684.74 $5,816.93 $69,803.19 STEP B 35.24$ $2,818.98 $6,107.78 $73,293.35
STEP C 37.00$ $2,959.92 $6,413.17 $76,958.02
STEP D 38.85$ $3,107.92 $6,733.83 $80,805.92
STEP E 40.79$ $3,263.32 $7,070.52 $84,846.22
LEAD SAMPLING TECHNICIAN STEP A 26.21$ $2,096.51 $4,542.45 $54,509.34 STEP B 27.52$ $2,201.34 $4,769.57 $57,234.81
STEP C 28.89$ $2,311.41 $5,008.05 $60,096.55
STEP D 30.34$ $2,426.98 $5,258.45 $63,101.38
STEP E 31.85$ $2,548.32 $5,521.37 $66,256.44
LEAD TREE TRIMMER STEP A 32.39$ $2,591.51 $5,614.94 $67,379.33 STEP B 34.01$ $2,721.09 $5,895.69 $70,748.30
STEP C 35.71$ $2,857.14 $6,190.48 $74,285.71
STEP D 37.50$ $3,000.00 $6,500.00 $78,000.00
STEP E 39.38$ $3,150.00 $6,825.00 $81,900.00
LIBRARIAN STEP A 35.99$ $2,878.86 $6,237.53 $74,850.35 STEP B 37.79$ $3,022.80 $6,549.41 $78,592.87
STEP C 39.67$ $3,173.94 $6,876.88 $82,522.51
STEP D 41.66$ $3,332.64 $7,220.72 $86,648.64
STEP E 43.74$ $3,499.27 $7,581.76 $90,981.07
LIBRARIAN - PT STEP A 35.99$ $2,878.86 $6,237.53 $74,850.35 STEP B 37.79$ $3,022.80 $6,549.41 $78,592.87
STEP C 39.67$ $3,173.94 $6,876.88 $82,522.51
STEP D 41.66$ $3,332.64 $7,220.72 $86,648.64
STEP E 43.74$ $3,499.27 $7,581.76 $90,981.07
LIBRARY AIDE - PT STEP A 18.40$ $1,471.66 $3,188.60 $38,263.20 STEP B 19.32$ $1,545.24 $3,348.03 $40,176.36
STEP C 20.28$ $1,622.51 $3,515.43 $42,185.17
STEP D 21.30$ $1,703.63 $3,691.20 $44,294.43
STEP E 22.36$ $1,788.81 $3,875.76 $46,509.15
LIBRARY ASSISTANT STEP A 23.32$ $1,865.55 $4,042.03 $48,504.41 STEP B 24.49$ $1,958.83 $4,244.14 $50,929.63
STEP C 25.71$ $2,056.77 $4,456.34 $53,476.11
STEP D 27.00$ $2,159.61 $4,679.16 $56,149.92
STEP E 28.34$ $2,267.59 $4,913.12 $58,957.42
5% SALARY INCREASE
APPENDIX "B"
CITY OF NATIONAL CITY
NCMEA SALARY SCHEDULE
EFFECTIVE JULY 7, 2026
TITLE HOURLY BI-WEEKLY MONTHLY ANNUAL
LIBRARY ASSISTANT - PT STEP A 21.76$ $1,740.50 $3,771.09 $45,253.04 STEP B 22.84$ $1,827.53 $3,959.64 $47,515.69
STEP C 23.99$ $1,918.90 $4,157.62 $49,891.47
STEP D 25.19$ $2,014.85 $4,365.50 $52,386.05
STEP E 26.44$ $2,115.59 $4,583.78 $55,005.35
LIBRARY CIRCULATION SUPERVISOR STEP A 31.32$ $2,505.27 $5,428.08 $65,136.95 STEP B 32.88$ $2,630.53 $5,699.48 $68,393.80
STEP C 34.53$ $2,762.06 $5,984.46 $71,813.49
STEP D 36.25$ $2,900.16 $6,283.68 $75,404.16
STEP E 38.06$ $3,045.17 $6,597.86 $79,174.37
LIBRARY TECHNICIAN STEP A 26.30$ $2,103.84 $4,558.32 $54,699.80 STEP B 27.61$ $2,209.03 $4,786.23 $57,434.79
STEP C 28.99$ $2,319.48 $5,025.54 $60,306.53
STEP D 30.44$ $2,435.46 $5,276.82 $63,321.86
STEP E 31.97$ $2,557.23 $5,540.66 $66,487.95
LIBRARY TECHNICIAN - PT STEP A 26.30$ $2,103.84 $4,558.32 $54,699.80 STEP B 27.61$ $2,209.03 $4,786.23 $57,434.79
STEP C 28.99$ $2,319.48 $5,025.54 $60,306.53
STEP D 30.44$ $2,435.46 $5,276.82 $63,321.86
STEP E 31.97$ $2,557.23 $5,540.66 $66,487.95
MANAGEMENT ANALYST TRAINEE STEP A 29.39$ $2,351.44 $5,094.78 $61,137.31 STEP B 30.86$ $2,469.01 $5,349.51 $64,194.18
STEP C 32.41$ $2,592.46 $5,616.99 $67,403.89
STEP D 34.03$ $2,722.08 $5,897.84 $70,774.08
STEP E 35.73$ $2,858.18 $6,192.73 $74,312.78
MAINTENANCE WORKER STEP A 26.22$ $2,097.53 $4,544.65 $54,535.80 STEP B 27.53$ $2,202.41 $4,771.88 $57,262.59
STEP C 28.91$ $2,312.53 $5,010.48 $60,125.71
STEP D 30.35$ $2,428.15 $5,261.00 $63,132.00
STEP E 31.87$ $2,549.56 $5,524.05 $66,288.60
NEIGHBORHOOD COUNCIL
SPECIALIST STEP A 29.91$ $2,392.46 $5,183.66 $62,203.88 STEP B 31.40$ $2,512.08 $5,442.84 $65,314.08
STEP C 32.97$ $2,637.68 $5,714.98 $68,579.78
STEP D 34.62$ $2,769.57 $6,000.73 $72,008.77
STEP E 36.35$ $2,908.05 $6,300.77 $75,609.21
5% SALARY INCREASE
APPENDIX "B"
CITY OF NATIONAL CITY
NCMEA SALARY SCHEDULE
EFFECTIVE JULY 7, 2026
TITLE HOURLY BI-WEEKLY MONTHLY ANNUAL
NUTRITION SERVICES SUPERVISOR STEP A 34.66$ $2,772.64 $6,007.39 $72,088.70 STEP B 36.39$ $2,911.27 $6,307.76 $75,693.13
STEP C 38.21$ $3,056.84 $6,623.15 $79,477.79
STEP D 40.12$ $3,209.68 $6,954.31 $83,451.68
STEP E 42.13$ $3,370.16 $7,302.02 $87,624.26
OFFICE ASSISTANT STEP A 21.66$ $1,732.44 $3,753.63 $45,043.53 STEP B 22.74$ $1,819.07 $3,941.31 $47,295.71
STEP C 23.88$ $1,910.02 $4,138.37 $49,660.50
STEP D 25.07$ $2,005.52 $4,345.29 $52,143.52
STEP E 26.32$ $2,105.80 $4,562.56 $54,750.70
PARK CARETAKER STEP A 24.94$ $1,995.53 $4,323.65 $51,883.85 STEP B 26.19$ $2,095.31 $4,539.84 $54,478.04
STEP C 27.50$ $2,200.07 $4,766.83 $57,201.94
STEP D 28.88$ $2,310.08 $5,005.17 $60,062.04
STEP E 30.32$ $2,425.58 $5,255.43 $63,065.14
PARK SUPERVISOR STEP A 39.48$ $3,158.66 $6,843.75 $82,125.04 STEP B 41.46$ $3,316.59 $7,185.94 $86,231.29
STEP C 43.53$ $3,482.42 $7,545.24 $90,542.86
STEP D 45.71$ $3,656.54 $7,922.50 $95,070.00
STEP E 47.99$ $3,839.37 $8,318.63 $99,823.50
PARKING REGULATIONS OFFICER STEP A 27.20$ $2,176.36 $4,715.45 $56,585.34 STEP B 28.56$ $2,285.18 $4,951.22 $59,414.61
STEP C 29.99$ $2,399.44 $5,198.78 $62,385.34
STEP D 31.49$ $2,519.41 $5,458.72 $65,504.61
STEP E 33.07$ $2,645.38 $5,731.65 $68,779.84
PARKS EQUIPMENT OPERATOR STEP A 28.68$ $2,294.68 $4,971.82 $59,661.81 STEP B 30.12$ $2,409.42 $5,220.41 $62,644.90
STEP C 31.62$ $2,529.89 $5,481.43 $65,777.14
STEP D 33.20$ $2,656.38 $5,755.50 $69,066.00
STEP E 34.87$ $2,789.20 $6,043.28 $72,519.30
PERMIT TECHNICIAN STEP A 31.98$ $2,558.47 $5,543.36 $66,520.30 STEP B 33.58$ $2,686.40 $5,820.53 $69,846.31
STEP C 35.26$ $2,820.72 $6,111.55 $73,338.63
STEP D 37.02$ $2,961.75 $6,417.13 $77,005.56
STEP E 38.87$ $3,109.84 $6,737.99 $80,855.84
5% SALARY INCREASE
APPENDIX "B"
CITY OF NATIONAL CITY
NCMEA SALARY SCHEDULE
EFFECTIVE JULY 7, 2026
TITLE HOURLY BI-WEEKLY MONTHLY ANNUAL
PLANNING TECHNICIAN STEP A 32.31$ $2,584.66 $5,600.10 $67,201.14 STEP B 33.92$ $2,713.89 $5,880.10 $70,561.20
STEP C 35.62$ $2,849.59 $6,174.10 $74,089.26
STEP D 37.40$ $2,992.07 $6,482.81 $77,793.72
STEP E 39.27$ $3,141.67 $6,806.95 $81,683.41
PLANS EXAMINER STEP A 46.44$ $3,715.41 $8,050.06 $96,600.76 STEP B 48.76$ $3,901.18 $8,452.57 $101,430.80
STEP C 51.20$ $4,096.24 $8,875.19 $106,502.34
STEP D 53.76$ $4,301.06 $9,318.95 $111,827.46
STEP E 56.45$ $4,516.11 $9,784.90 $117,418.83
PLUMBER STEP A 30.65$ $2,451.79 $5,312.22 $63,746.60 STEP B 32.18$ $2,574.38 $5,577.83 $66,933.93
STEP C 33.79$ $2,703.10 $5,856.72 $70,280.62
STEP D 35.48$ $2,838.26 $6,149.55 $73,794.66
STEP E 37.25$ $2,980.17 $6,457.03 $77,484.39
POLICE DISPATCH SUPERVISOR STEP A 45.01$ $3,600.41 $7,800.88 $93,610.56 STEP B 47.26$ $3,780.43 $8,190.92 $98,291.08
STEP C 49.62$ $3,969.45 $8,600.47 $103,205.64
STEP D 52.10$ $4,167.92 $9,030.49 $108,365.92
STEP E 54.70$ $4,376.32 $9,482.02 $113,784.22
POLICE DISPATCHER STEP A 36.99$ $2,959.51 $6,412.27 $76,947.20 STEP B 38.84$ $3,107.48 $6,732.88 $80,794.56
STEP C 40.79$ $3,262.86 $7,069.52 $84,834.29
STEP D 42.83$ $3,426.00 $7,423.00 $89,076.00
STEP E 44.97$ $3,597.30 $7,794.15 $93,529.80
POLICE INVESTIGATIVE AIDE STEP A 31.01$ $2,481.09 $5,375.70 $64,508.43 STEP B 32.56$ $2,605.15 $5,644.49 $67,733.86
STEP C 34.19$ $2,735.41 $5,926.71 $71,120.55
STEP D 35.90$ $2,872.18 $6,223.05 $74,676.58
STEP E 37.70$ $3,015.78 $6,534.20 $78,410.40
POLICE INVESTIGATOR (NON-
SWORN) STEP A 34.23$ $2,738.21 $5,932.80 $71,193.54 STEP B 35.94$ $2,875.12 $6,229.43 $74,753.22
STEP C 37.74$ $3,018.88 $6,540.91 $78,490.88
STEP D 39.62$ $3,169.82 $6,867.95 $82,415.42
STEP E 41.60$ $3,328.32 $7,211.35 $86,536.20
5% SALARY INCREASE
APPENDIX "B"
CITY OF NATIONAL CITY
NCMEA SALARY SCHEDULE
EFFECTIVE JULY 7, 2026
TITLE HOURLY BI-WEEKLY MONTHLY ANNUAL
POLICE INVESTIGATOR - PT (NON-
SWORN) STEP A 34.23$ $2,738.21 $5,932.80 $71,193.54 STEP B 35.94$ $2,875.12 $6,229.43 $74,753.22
STEP C 37.74$ $3,018.88 $6,540.91 $78,490.88
STEP D 39.62$ $3,169.82 $6,867.95 $82,415.42
STEP E 41.60$ $3,328.32 $7,211.35 $86,536.20
POLICE OPERATIONS ASSISTANT STEP A 29.83$ $2,386.60 $5,170.96 $62,051.51 STEP B 31.32$ $2,505.93 $5,429.51 $65,154.09
STEP C 32.89$ $2,631.22 $5,700.98 $68,411.79
STEP D 34.53$ $2,762.78 $5,986.03 $71,832.38
STEP E 36.26$ $2,900.92 $6,285.33 $75,424.00
POLICE RECORDS CLERK STEP A 23.71$ $1,896.99 $4,110.14 $49,321.67 STEP B 24.90$ $1,991.84 $4,315.65 $51,787.76
STEP C 26.14$ $2,091.43 $4,531.43 $54,377.14
STEP D 27.45$ $2,196.00 $4,758.00 $57,096.00
STEP E 28.82$ $2,305.80 $4,995.90 $59,950.80
POLICE RECORDS SUPERVISOR STEP A 32.76$ $2,621.01 $5,678.85 $68,146.20 STEP B 34.40$ $2,752.06 $5,962.79 $71,553.51
STEP C 36.12$ $2,889.66 $6,260.93 $75,131.18
STEP D 37.93$ $3,034.14 $6,573.98 $78,887.74
STEP E 39.82$ $3,185.85 $6,902.68 $82,832.13
PROPERTY AGENT STEP A 41.28$ $3,302.19 $7,154.73 $85,856.82 STEP B 43.34$ $3,467.29 $7,512.47 $90,149.66
STEP C 45.51$ $3,640.66 $7,888.10 $94,657.14
STEP D 47.78$ $3,822.69 $8,282.50 $99,390.00
STEP E 50.17$ $4,013.83 $8,696.63 $104,359.50
PROPERTY & EVIDENCE SPECIALIST
I STEP A 25.21$ $2,017.09 $4,370.36 $52,444.34
STEP B 26.47$ $2,117.94 $4,588.88 $55,066.56
STEP C 27.80$ $2,223.84 $4,818.32 $57,819.89
STEP D 29.19$ $2,335.03 $5,059.24 $60,710.88
STEP E 30.65$ $2,451.79 $5,312.20 $63,746.42
PROPERTY & EVIDENCE SPECIALIST
I - PT STEP A 24.71$ $1,977.11 $4,283.74 $51,404.86 STEP B 25.95$ $2,075.97 $4,497.93 $53,975.10
STEP C 27.25$ $2,179.76 $4,722.82 $56,673.86
STEP D 28.61$ $2,288.75 $4,958.96 $59,507.55
STEP E 30.04$ $2,403.19 $5,206.91 $62,482.93
5% SALARY INCREASE
APPENDIX "B"
CITY OF NATIONAL CITY
NCMEA SALARY SCHEDULE
EFFECTIVE JULY 7, 2026
TITLE HOURLY BI-WEEKLY MONTHLY ANNUAL
PROPERTY & EVIDENCE SPECIALIST
II STEP A 29.58$ $2,366.09 $5,126.52 $61,518.23
STEP B 31.05$ $2,484.39 $5,382.85 $64,594.14
STEP C 32.61$ $2,608.61 $5,651.99 $67,823.85
STEP D 34.24$ $2,739.04 $5,934.59 $71,215.04
STEP E 35.95$ $2,875.99 $6,231.32 $74,775.79
PROPERTY & EVIDENCE UNIT
SUPERVISOR STEP A 34.11$ $2,728.47 $5,911.68 $70,940.17 STEP B 35.81$ $2,864.89 $6,207.27 $74,487.18
STEP C 37.60$ $3,008.14 $6,517.63 $78,211.54
STEP D 39.48$ $3,158.54 $6,843.51 $82,122.12
STEP E 41.46$ $3,316.47 $7,185.69 $86,228.23
PUBLIC WORKS CREW SUPERVISOR STEP A 43.59$ $3,487.60 $7,556.46 $90,677.49 STEP B 45.77$ $3,661.98 $7,934.28 $95,211.36
STEP C 48.06$ $3,845.07 $8,330.99 $99,971.93
STEP D 50.47$ $4,037.33 $8,747.54 $104,970.53
STEP E 52.99$ $4,239.19 $9,184.92 $110,219.05
PURCHASING CLERK STEP A 24.75$ $1,980.04 $4,290.09 $51,481.04 STEP B 25.99$ $2,079.04 $4,504.59 $54,055.10
STEP C 27.29$ $2,182.99 $4,729.82 $56,757.85
STEP D 28.65$ $2,292.14 $4,966.31 $59,595.74
STEP E 30.08$ $2,406.75 $5,214.63 $62,575.53
RECREATION AIDE - PT STEP A 18.40$ $1,471.66 $3,188.60 $38,263.20 STEP B 19.32$ $1,545.24 $3,348.03 $40,176.36
STEP C 20.28$ $1,622.51 $3,515.43 $42,185.17
STEP D 21.30$ $1,703.63 $3,691.20 $44,294.43
STEP E 22.36$ $1,788.81 $3,875.76 $46,509.15
RECREATION CENTER SUPERVISOR STEP A 34.92$ $2,793.39 $6,052.34 $72,628.08 STEP B 36.66$ $2,933.06 $6,354.96 $76,259.48
STEP C 38.50$ $3,079.71 $6,672.70 $80,072.46
STEP D 40.42$ $3,233.70 $7,006.34 $84,076.08
STEP E 42.44$ $3,395.38 $7,356.66 $88,279.88
RECREATION LEADER I - PT STEP A 18.55$ $1,484.11 $3,215.58 $38,586.98 STEP B 19.48$ $1,558.32 $3,376.36 $40,516.32
STEP C 20.45$ $1,636.24 $3,545.18 $42,542.14
STEP D 21.48$ $1,718.05 $3,722.44 $44,669.25
STEP E 22.55$ $1,803.95 $3,908.56 $46,902.71
5% SALARY INCREASE
APPENDIX "B"
CITY OF NATIONAL CITY
NCMEA SALARY SCHEDULE
EFFECTIVE JULY 7, 2026
TITLE HOURLY BI-WEEKLY MONTHLY ANNUAL
RECREATION LEADER II - PT STEP A 19.33$ $1,546.14 $3,349.96 $40,199.55 STEP B 20.29$ $1,623.44 $3,517.46 $42,209.52
STEP C 21.31$ $1,704.62 $3,693.33 $44,320.00
STEP D 22.37$ $1,789.85 $3,878.00 $46,536.00
STEP E 23.49$ $1,879.34 $4,071.90 $48,862.80
RECREATION LEADER III - PT STEP A 18.86$ $1,509.02 $3,269.54 $39,234.54 STEP B 19.81$ $1,584.47 $3,433.02 $41,196.26
STEP C 20.80$ $1,663.70 $3,604.67 $43,256.08
STEP D 21.84$ $1,746.88 $3,784.91 $45,418.88
STEP E 22.93$ $1,834.22 $3,974.15 $47,689.82
RECREATION SPECIALIST - PT STEP A 22.07$ $1,765.69 $3,825.65 $45,907.82 STEP B 23.17$ $1,853.97 $4,016.93 $48,203.21
STEP C 24.33$ $1,946.67 $4,217.78 $50,613.37
STEP D 25.55$ $2,044.00 $4,428.67 $53,144.04
STEP E 26.83$ $2,146.20 $4,650.10 $55,801.24
RECREATION SUPERVISOR STEP A 36.73$ $2,938.38 $6,366.48 $76,397.80 STEP B 38.57$ $3,085.30 $6,684.81 $80,217.69
STEP C 40.49$ $3,239.56 $7,019.05 $84,228.57
STEP D 42.52$ $3,401.54 $7,370.00 $88,440.00
STEP E 44.65$ $3,571.62 $7,738.50 $92,862.00
SENIOR ACCOUNTING ASSISTANT STEP A 30.20$ $2,415.90 $5,234.45 $62,813.35 STEP B 31.71$ $2,536.69 $5,496.17 $65,954.02
STEP C 33.29$ $2,663.53 $5,770.98 $69,251.72
STEP D 34.96$ $2,796.70 $6,059.53 $72,714.30
STEP E 36.71$ $2,936.54 $6,362.50 $76,350.02
SENIOR BUILDING INSPECTOR STEP A 44.05$ $3,523.78 $7,634.85 $91,618.17 STEP B 46.25$ $3,699.96 $8,016.59 $96,199.07
STEP C 48.56$ $3,884.96 $8,417.42 $101,009.03
STEP D 50.99$ $4,079.21 $8,838.29 $106,059.48
STEP E 53.54$ $4,283.17 $9,280.20 $111,362.45
SENIOR CIVIL ENGINEERING
TECHNICIAN STEP A 37.96$ $3,037.09 $6,580.36 $78,964.27 STEP B 39.86$ $3,188.94 $6,909.37 $82,912.48
STEP C 41.85$ $3,348.39 $7,254.84 $87,058.10
STEP D 43.95$ $3,515.81 $7,617.58 $91,411.01
STEP E 46.14$ $3,691.60 $7,998.46 $95,981.56
5% SALARY INCREASE
APPENDIX "B"
CITY OF NATIONAL CITY
NCMEA SALARY SCHEDULE
EFFECTIVE JULY 7, 2026
TITLE HOURLY BI-WEEKLY MONTHLY ANNUAL
SENIOR CRIME AND INTELLIGENCE
ANALYST STEP A 49.39$ $3,950.85 $8,560.17 $102,722.04 STEP B 51.85$ $4,148.39 $8,988.18 $107,858.14
STEP C 54.45$ $4,355.81 $9,437.59 $113,251.05
STEP D 57.17$ $4,573.60 $9,909.47 $118,913.60
STEP E 60.03$ $4,802.28 $10,404.94 $124,859.28
SENIOR CODE CONFORMANCE
OFFICER STEP A 40.03$ $3,202.17 $6,938.03 $83,256.39 STEP B 42.03$ $3,362.28 $7,284.93 $87,419.21
STEP C 44.13$ $3,530.39 $7,649.18 $91,790.17
STEP D 46.34$ $3,706.91 $8,031.64 $96,379.68
STEP E 48.65$ $3,892.26 $8,433.22 $101,198.66
SENIOR CONSTRUCTION
INSPECTOR STEP A 42.47$ $3,397.30 $7,360.82 $88,329.85 STEP B 44.59$ $3,567.17 $7,728.86 $92,746.34
STEP C 46.82$ $3,745.53 $8,115.30 $97,383.66
STEP D 49.16$ $3,932.80 $8,521.07 $102,252.84
STEP E 51.62$ $4,129.44 $8,947.12 $107,365.48
SENIOR EQUIPMENT OPERATOR STEP A 32.37$ $2,589.92 $5,611.49 $67,337.87 STEP B 33.99$ $2,719.41 $5,892.06 $70,704.76
STEP C 35.69$ $2,855.38 $6,186.67 $74,240.00
STEP D 37.48$ $2,998.15 $6,496.00 $77,952.00
STEP E 39.35$ $3,148.06 $6,820.80 $81,849.60
SENIOR HOUSING SPECIALIST STEP A 41.50$ $3,319.85 $7,193.00 $86,315.98 STEP B 43.57$ $3,485.84 $7,552.65 $90,631.78
STEP C 45.75$ $3,660.13 $7,930.28 $95,163.37
STEP D 48.04$ $3,843.14 $8,326.79 $99,921.54
STEP E 50.44$ $4,035.29 $8,743.13 $104,917.61
SENIOR LIBRARIAN STEP A 42.15$ $3,371.73 $7,305.41 $87,664.97 STEP B 44.25$ $3,540.32 $7,670.68 $92,048.22
STEP C 46.47$ $3,717.33 $8,054.22 $96,650.63
STEP D 48.79$ $3,903.20 $8,456.93 $101,483.16
STEP E 51.23$ $4,098.36 $8,879.78 $106,557.32
SENIOR LIBRARY TECHNICIAN STEP A 27.70$ $2,215.92 $4,801.15 $57,613.82 STEP B 29.08$ $2,326.71 $5,041.21 $60,494.51
STEP C 30.54$ $2,443.05 $5,293.27 $63,519.24
STEP D 32.07$ $2,565.20 $5,557.93 $66,695.20
STEP E 33.67$ $2,693.46 $5,835.83 $70,029.96
5% SALARY INCREASE
APPENDIX "B"
CITY OF NATIONAL CITY
NCMEA SALARY SCHEDULE
EFFECTIVE JULY 7, 2026
TITLE HOURLY BI-WEEKLY MONTHLY ANNUAL
SENIOR OFFICE ASSISTANT STEP A 24.91$ $1,992.67 $4,317.46 $51,809.52 STEP B 26.15$ $2,092.31 $4,533.33 $54,400.00
STEP C 27.46$ $2,196.92 $4,760.00 $57,120.00
STEP D 28.83$ $2,306.77 $4,998.00 $59,976.00
STEP E 30.28$ $2,422.11 $5,247.90 $62,974.80
SENIOR PARK CARETAKER STEP A 29.40$ $2,351.69 $5,095.32 $61,143.84 STEP B 30.87$ $2,469.27 $5,350.09 $64,201.03
STEP C 32.41$ $2,592.73 $5,617.59 $67,411.09
STEP D 34.03$ $2,722.37 $5,898.47 $70,781.64
STEP E 35.73$ $2,858.49 $6,193.39 $74,320.72
SENIOR POLICE DISPATCHER STEP A 42.97$ $3,437.78 $7,448.53 $89,382.37 STEP B 45.12$ $3,609.67 $7,820.96 $93,851.49
STEP C 47.38$ $3,790.16 $8,212.01 $98,544.06
STEP D 49.75$ $3,979.66 $8,622.61 $103,471.26
STEP E 52.23$ $4,178.65 $9,053.74 $108,644.83
SENIOR TRAFFIC PAINTER STEP A 30.42$ $2,433.48 $5,272.54 $63,270.45 STEP B 31.94$ $2,555.15 $5,536.16 $66,433.97
STEP C 33.54$ $2,682.91 $5,812.97 $69,755.67
STEP D 35.21$ $2,817.06 $6,103.62 $73,243.46
STEP E 36.97$ $2,957.91 $6,408.80 $76,905.63
SOUS CHEF STEP A 22.01$ $1,761.01 $3,815.53 $45,786.32 STEP B 23.11$ $1,849.06 $4,006.30 $48,075.64
STEP C 24.27$ $1,941.52 $4,206.62 $50,479.42
STEP D 25.48$ $2,038.59 $4,416.95 $53,003.39
STEP E 26.76$ $2,140.52 $4,637.80 $55,653.56
STORM WATER COMPLIANCE
INSPECTOR STEP A 35.15$ $2,812.20 $6,093.10 $73,117.18 STEP B 36.91$ $2,952.81 $6,397.75 $76,773.04
STEP C 38.76$ $3,100.45 $6,717.64 $80,611.69
STEP D 40.69$ $3,255.47 $7,053.52 $84,642.27
STEP E 42.73$ $3,418.25 $7,406.20 $88,874.39
STREET SWEEPER OPERATOR STEP A 28.94$ $2,315.22 $5,016.30 $60,195.66 STEP B 30.39$ $2,430.98 $5,267.12 $63,205.44
STEP C 31.91$ $2,552.53 $5,530.48 $66,365.71
STEP D 33.50$ $2,680.15 $5,807.00 $69,684.00
STEP E 35.18$ $2,814.16 $6,097.35 $73,168.20
5% SALARY INCREASE
APPENDIX "B"
CITY OF NATIONAL CITY
NCMEA SALARY SCHEDULE
EFFECTIVE JULY 7, 2026
TITLE HOURLY BI-WEEKLY MONTHLY ANNUAL
SUPERVISING CUSTODIAN STEP A 23.56$ $1,885.05 $4,084.28 $49,011.31 STEP B 24.74$ $1,979.30 $4,288.49 $51,461.88
STEP C 25.98$ $2,078.27 $4,502.91 $54,034.97
STEP D 27.28$ $2,182.18 $4,728.06 $56,736.72
STEP E 28.64$ $2,291.29 $4,964.46 $59,573.56
TRAFFIC OFFICE COORDINATOR STEP A 29.51$ $2,360.96 $5,115.41 $61,384.91 STEP B 30.99$ $2,479.01 $5,371.18 $64,454.15
STEP C 32.54$ $2,602.96 $5,639.74 $67,676.86
STEP D 34.16$ $2,733.10 $5,921.73 $71,060.70
STEP E 35.87$ $2,869.76 $6,217.81 $74,613.74
TRAFFIC PAINTER STEP A 27.98$ $2,238.27 $4,849.58 $58,195.01 STEP B 29.38$ $2,350.18 $5,092.06 $61,104.76
STEP C 30.85$ $2,467.69 $5,346.67 $64,160.00
STEP D 32.39$ $2,591.08 $5,614.00 $67,368.00
STEP E 34.01$ $2,720.63 $5,894.70 $70,736.40
TRAINING COORDINATOR STEP A 32.26$ $2,581.15 $5,592.48 $67,109.82 STEP B 33.88$ $2,710.20 $5,872.11 $70,465.31
STEP C 35.57$ $2,845.71 $6,165.71 $73,988.57
STEP D 37.35$ $2,988.00 $6,474.00 $77,688.00
STEP E 39.22$ $3,137.40 $6,797.70 $81,572.40
TREE TRIMMER STEP A 28.18$ $2,254.22 $4,884.14 $58,609.65 STEP B 29.59$ $2,366.93 $5,128.34 $61,540.14
STEP C 31.07$ $2,485.27 $5,384.76 $64,617.14
STEP D 32.62$ $2,609.54 $5,654.00 $67,848.00
STEP E 34.25$ $2,740.02 $5,936.70 $71,240.40
WASTE WATER CREW CHIEF STEP A 33.38$ $2,670.09 $5,785.19 $69,422.27 STEP B 35.04$ $2,803.59 $6,074.45 $72,893.39
STEP C 36.80$ $2,943.77 $6,378.17 $76,538.06
STEP D 38.64$ $3,090.96 $6,697.08 $80,364.96
STEP E 40.57$ $3,245.51 $7,031.93 $84,383.21
5% SALARY INCREASE
APPENDIX "B"
CITY OF NATIONAL CITY
NCMEA SALARY SCHEDULE
EFFECTIVE JULY 6, 2027
TITLE HOURLY BI-WEEKLY MONTHLY ANNUAL
ABANDONED VEHICLE ABATEMENT
OFFICER STEP A 26.76$ $2,140.58 $4,637.91 $55,654.95 STEP B 28.10$ $2,247.60 $4,869.81 $58,437.70
STEP C 29.50$ $2,359.98 $5,113.30 $61,359.58
STEP D 30.97$ $2,477.98 $5,368.96 $64,427.56
STEP E 32.52$ $2,601.88 $5,637.41 $67,648.94
ACADEMIC ENRICHMENT
PROGRAMS COORDINATOR STEP A 37.79$ $3,022.80 $6,549.41 $78,592.87 STEP B 39.67$ $3,173.94 $6,876.88 $82,522.51
STEP C 41.66$ $3,332.64 $7,220.72 $86,648.64
STEP D 43.74$ $3,499.27 $7,581.76 $90,981.07
STEP E 45.93$ $3,674.24 $7,960.84 $95,530.13
ACCOUNTANT STEP A 39.42$ $3,153.53 $6,832.65 $81,991.84 STEP B 41.39$ $3,311.21 $7,174.29 $86,091.43
STEP C 43.46$ $3,476.77 $7,533.00 $90,396.00
STEP D 45.63$ $3,650.61 $7,909.65 $94,915.80
STEP E 47.91$ $3,833.14 $8,305.13 $99,661.59
ACCOUNTANT TRAINEE STEP A 33.20$ $2,655.91 $5,754.48 $69,053.74 STEP B 34.86$ $2,788.71 $6,042.20 $72,506.42
STEP C 36.60$ $2,928.14 $6,344.31 $76,131.74
STEP D 38.43$ $3,074.55 $6,661.53 $79,938.33
STEP E 40.35$ $3,228.28 $6,994.60 $83,935.25
ACCOUNTING ASSISTANT STEP A 29.76$ $2,381.16 $5,159.18 $61,910.20 STEP B 31.25$ $2,500.22 $5,417.14 $65,005.71
STEP C 32.82$ $2,625.23 $5,688.00 $68,256.00
STEP D 34.46$ $2,756.49 $5,972.40 $71,668.80
STEP E 36.18$ $2,894.32 $6,271.02 $75,252.24
ADMINISTRATIVE SECRETARY STEP A 30.48$ $2,438.64 $5,283.72 $63,404.63 STEP B 32.01$ $2,560.57 $5,547.90 $66,574.86
STEP C 33.61$ $2,688.60 $5,825.30 $69,903.60
STEP D 35.29$ $2,823.03 $6,116.57 $73,398.78
STEP E 37.05$ $2,964.18 $6,422.39 $77,068.72
ADMINISTRATIVE TECHNICIAN STEP A 33.75$ $2,699.74 $5,849.43 $70,193.20 STEP B 35.43$ $2,834.73 $6,141.90 $73,702.86
STEP C 37.21$ $2,976.46 $6,449.00 $77,388.00
STEP D 39.07$ $3,125.28 $6,771.45 $81,257.40
STEP E 41.02$ $3,281.55 $7,110.02 $85,320.27
5% SALARY INCREASE Page 633 of 737
APPENDIX "B"
CITY OF NATIONAL CITY
NCMEA SALARY SCHEDULE
EFFECTIVE JULY 6, 2027
TITLE HOURLY BI-WEEKLY MONTHLY ANNUAL
ALARM PROGRAM COORDINATOR STEP A 22.55$ $1,803.68 $3,907.98 $46,895.75 STEP B 23.67$ $1,893.87 $4,103.38 $49,240.53
STEP C 24.86$ $1,988.56 $4,308.55 $51,702.56
STEP D 26.10$ $2,087.99 $4,523.97 $54,287.69
STEP E 27.40$ $2,192.39 $4,750.17 $57,002.07
ANIMAL REGULATIONS OFFICER STEP A 30.37$ $2,429.34 $5,263.57 $63,162.88 STEP B 31.89$ $2,550.81 $5,526.75 $66,321.03
STEP C 33.48$ $2,678.35 $5,803.09 $69,637.08
STEP D 35.15$ $2,812.27 $6,093.24 $73,118.93
STEP E 36.91$ $2,952.88 $6,397.91 $76,774.88
ASSISTANT ENGINEER-CIVIL STEP A 47.76$ $3,821.19 $8,279.25 $99,350.99 STEP B 50.15$ $4,012.25 $8,693.21 $104,318.54
STEP C 52.66$ $4,212.86 $9,127.87 $109,534.46
STEP D 55.29$ $4,423.51 $9,584.27 $115,011.19
STEP E 58.06$ $4,644.68 $10,063.48 $120,761.75
ASSISTANT PLANNER STEP A 39.46$ $3,156.50 $6,839.08 $82,069.01 STEP B 41.43$ $3,314.33 $7,181.04 $86,172.46
STEP C 43.50$ $3,480.04 $7,540.09 $90,481.08
STEP D 45.68$ $3,654.04 $7,917.09 $95,005.13
STEP E 47.96$ $3,836.75 $8,312.95 $99,755.39
ASSISTANT TREE TRIMMER STEP A 27.90$ $2,232.11 $4,836.23 $58,034.74 STEP B 29.30$ $2,343.71 $5,078.04 $60,936.47
STEP C 30.76$ $2,460.90 $5,331.94 $63,983.30
STEP D 32.30$ $2,583.94 $5,598.54 $67,182.46
STEP E 33.91$ $2,713.14 $5,878.47 $70,541.58
ASSOCIATE ENGINEER-CIVIL STEP A 55.81$ $4,465.10 $9,674.38 $116,092.52 STEP B 58.60$ $4,688.35 $10,158.10 $121,897.14
STEP C 61.53$ $4,922.77 $10,666.00 $127,992.00
STEP D 64.61$ $5,168.91 $11,199.30 $134,391.60
STEP E 67.84$ $5,427.35 $11,759.27 $141,111.18
ASSOCIATE PLANNER STEP A 45.37$ $3,629.51 $7,863.95 $94,367.35 STEP B 47.64$ $3,810.99 $8,257.14 $99,085.71
STEP C 50.02$ $4,001.54 $8,670.00 $104,040.00
STEP D 52.52$ $4,201.62 $9,103.50 $109,242.00
STEP E 55.15$ $4,411.70 $9,558.68 $114,704.10
5% SALARY INCREASE Page 634 of 737
APPENDIX "B"
CITY OF NATIONAL CITY
NCMEA SALARY SCHEDULE
EFFECTIVE JULY 6, 2027
TITLE HOURLY BI-WEEKLY MONTHLY ANNUAL
BUILDING INSPECTOR STEP A 40.82$ $3,265.72 $7,075.74 $84,908.84 STEP B 42.86$ $3,429.01 $7,429.52 $89,154.29
STEP C 45.01$ $3,600.46 $7,801.00 $93,612.00
STEP D 47.26$ $3,780.48 $8,191.05 $98,292.60
STEP E 49.62$ $3,969.51 $8,600.60 $103,207.23
BUILDING INSPECTOR/ PLAN
CHECKER STEP A 42.09$ $3,367.39 $7,296.00 $87,552.06 STEP B 44.20$ $3,535.76 $7,660.81 $91,929.66
STEP C 46.41$ $3,712.54 $8,043.85 $96,526.14
STEP D 48.73$ $3,898.17 $8,446.04 $101,352.45
STEP E 51.16$ $4,093.08 $8,868.34 $106,420.07
BUILDING TRADE SPECIALIST STEP A 32.12$ $2,569.77 $5,567.83 $66,813.94 STEP B 33.73$ $2,698.26 $5,846.22 $70,154.64
STEP C 35.41$ $2,833.17 $6,138.53 $73,662.37
STEP D 37.19$ $2,974.83 $6,445.46 $77,345.49
STEP E 39.04$ $3,123.57 $6,767.73 $81,212.76
BUYER STEP A 36.05$ $2,883.73 $6,248.07 $74,976.87 STEP B 37.85$ $3,027.91 $6,560.48 $78,725.71
STEP C 39.74$ $3,179.31 $6,888.50 $82,662.00
STEP D 41.73$ $3,338.27 $7,232.93 $86,795.10
STEP E 43.81$ $3,505.19 $7,594.57 $91,134.86
CARPENTER STEP A 31.28$ $2,502.08 $5,421.17 $65,054.10 STEP B 32.84$ $2,627.18 $5,692.23 $68,306.80
STEP C 34.48$ $2,758.54 $5,976.85 $71,722.14
STEP D 36.21$ $2,896.47 $6,275.69 $75,308.25
STEP E 38.02$ $3,041.29 $6,589.47 $79,073.66
CIVIL ENGINEERING TECHNICIAN STEP A 38.07$ $3,045.74 $6,599.09 $79,189.12 STEP B 39.98$ $3,198.02 $6,929.05 $83,148.57
STEP C 41.97$ $3,357.92 $7,275.50 $87,306.00
STEP D 44.07$ $3,525.82 $7,639.28 $91,671.30
STEP E 46.28$ $3,702.11 $8,021.24 $96,254.87
CODE CONFORMANCE OFFICER I STEP A 34.88$ $2,790.02 $6,045.05 $72,540.63 STEP B 36.62$ $2,929.53 $6,347.30 $76,167.66
STEP C 38.45$ $3,076.00 $6,664.67 $79,976.04
STEP D 40.37$ $3,229.80 $6,997.90 $83,974.84
STEP E 42.39$ $3,391.29 $7,347.80 $88,173.58
5% SALARY INCREASE Page 635 of 737
APPENDIX "B"
CITY OF NATIONAL CITY
NCMEA SALARY SCHEDULE
EFFECTIVE JULY 6, 2027
TITLE HOURLY BI-WEEKLY MONTHLY ANNUAL
CODE CONFORMANCE OFFICER I -
PT STEP A 34.88$ $2,790.02 $6,045.05 $72,540.63
STEP B 36.62$ $2,929.53 $6,347.30 $76,167.66
STEP C 38.45$ $3,076.00 $6,664.67 $79,976.04
STEP D 40.37$ $3,229.80 $6,997.90 $83,974.84
STEP E 42.39$ $3,391.29 $7,347.80 $88,173.58
CODE CONFORMANCE OFFICER II STEP A 37.19$ $2,975.41 $6,446.71 $77,360.54 STEP B 39.05$ $3,124.18 $6,769.05 $81,228.57
STEP C 41.00$ $3,280.38 $7,107.50 $85,290.00
STEP D 43.06$ $3,444.40 $7,462.88 $89,554.50
STEP E 45.21$ $3,616.62 $7,836.02 $94,032.23
CODE CONFORMANCE OFFICER II -
PT STEP A 37.19$ $2,975.41 $6,446.71 $77,360.54
STEP B 39.05$ $3,124.18 $6,769.05 $81,228.57
STEP C 41.00$ $3,280.38 $7,107.50 $85,290.00
STEP D 43.06$ $3,444.40 $7,462.88 $89,554.50
STEP E 45.21$ $3,616.62 $7,836.02 $94,032.23
COMMUNITY DEVELOPMENT
SPECIALIST I STEP A 35.40$ $2,832.05 $6,136.11 $73,633.32 STEP B 37.17$ $2,973.65 $6,442.92 $77,314.99
STEP C 39.03$ $3,122.34 $6,765.06 $81,180.74
STEP D 40.98$ $3,278.45 $7,103.31 $85,239.77
STEP E 43.03$ $3,442.38 $7,458.48 $89,501.76
COMMUNITY DEVELOPMENT
SPECIALIST II STEP A 40.00$ $3,200.21 $6,933.79 $83,205.44 STEP B 42.00$ $3,360.22 $7,280.48 $87,365.71
STEP C 44.10$ $3,528.23 $7,644.50 $91,734.00
STEP D 46.31$ $3,704.64 $8,026.73 $96,320.70
STEP E 48.62$ $3,889.87 $8,428.06 $101,136.74
COMMUNITY SERVICES OFFICER STEP A 28.28$ $2,262.75 $4,902.63 $58,831.60 STEP B 29.70$ $2,375.89 $5,147.76 $61,773.18
STEP C 31.18$ $2,494.69 $5,405.15 $64,861.83
STEP D 32.74$ $2,619.42 $5,675.41 $68,104.93
STEP E 34.38$ $2,750.39 $5,959.18 $71,510.17
CONSTRUCTION INSPECTOR STEP A 38.31$ $3,065.11 $6,641.06 $79,692.77 STEP B 40.23$ $3,218.36 $6,973.12 $83,677.41
STEP C 42.24$ $3,379.28 $7,321.77 $87,861.28
STEP D 44.35$ $3,548.24 $7,687.86 $92,254.34
STEP E 46.57$ $3,725.66 $8,072.26 $96,867.06
5% SALARY INCREASE Page 636 of 737
APPENDIX "B"
CITY OF NATIONAL CITY
NCMEA SALARY SCHEDULE
EFFECTIVE JULY 6, 2027
TITLE HOURLY BI-WEEKLY MONTHLY ANNUAL
CRIME & INTELLIGENCE ANALYST STEP A 40.87$ $3,269.71 $7,084.36 $85,012.35 STEP B 42.91$ $3,433.19 $7,438.58 $89,262.97
STEP C 45.06$ $3,604.85 $7,810.51 $93,726.12
STEP D 47.31$ $3,785.09 $8,201.04 $98,412.43
STEP E 49.68$ $3,974.35 $8,611.09 $103,333.05
CRIME ANALYST STEP A 40.33$ $3,226.06 $6,989.80 $83,877.55 STEP B 42.34$ $3,387.36 $7,339.29 $88,071.43
STEP C 44.46$ $3,556.73 $7,706.25 $92,475.00
STEP D 46.68$ $3,734.57 $8,091.56 $97,098.75
STEP E 49.02$ $3,921.30 $8,496.14 $101,953.69
CRIME SCENE SPECIALIST STEP A 38.03$ $3,042.60 $6,592.29 $79,107.48 STEP B 39.93$ $3,194.73 $6,921.90 $83,062.86
STEP C 41.93$ $3,354.46 $7,268.00 $87,216.00
STEP D 44.03$ $3,522.18 $7,631.40 $91,576.80
STEP E 46.23$ $3,698.29 $8,012.97 $96,155.64
CUSTODIAN STEP A 22.05$ $1,763.99 $3,821.98 $45,863.73 STEP B 23.15$ $1,852.19 $4,013.08 $48,156.91
STEP C 24.31$ $1,944.80 $4,213.73 $50,564.76
STEP D 25.53$ $2,042.04 $4,424.42 $53,093.00
STEP E 26.80$ $2,144.14 $4,645.64 $55,747.65
DISHWASHER - PT STEP A 19.32$ $1,545.24 $3,348.03 $40,176.36 STEP B 20.28$ $1,622.51 $3,515.43 $42,185.17
STEP C 21.30$ $1,703.63 $3,691.20 $44,294.43
STEP D 22.36$ $1,788.81 $3,875.76 $46,509.15
STEP E 23.48$ $1,878.25 $4,069.55 $48,834.61
ELECTRICIAN STEP A 34.72$ $2,777.44 $6,017.79 $72,213.45 STEP B 36.45$ $2,916.31 $6,318.68 $75,824.12
STEP C 38.28$ $3,062.13 $6,634.61 $79,615.33
STEP D 40.19$ $3,215.23 $6,966.34 $83,596.09
STEP E 42.20$ $3,376.00 $7,314.66 $87,775.90
EQUIPMENT MECHANIC I STEP A 33.22$ $2,657.88 $5,758.73 $69,104.76 STEP B 34.88$ $2,790.77 $6,046.67 $72,560.00
STEP C 36.63$ $2,930.31 $6,349.00 $76,188.00
STEP D 38.46$ $3,076.82 $6,666.45 $79,997.40
STEP E 40.38$ $3,230.66 $6,999.77 $83,997.27
5% SALARY INCREASE Page 637 of 737
APPENDIX "B"
CITY OF NATIONAL CITY
NCMEA SALARY SCHEDULE
EFFECTIVE JULY 6, 2027
TITLE HOURLY BI-WEEKLY MONTHLY ANNUAL
EQUIPMENT MECHANIC II STEP A 35.44$ $2,835.37 $6,143.31 $73,719.73 STEP B 37.21$ $2,977.14 $6,450.48 $77,405.71
STEP C 39.08$ $3,126.00 $6,773.00 $81,276.00
STEP D 41.03$ $3,282.30 $7,111.65 $85,339.80
STEP E 43.08$ $3,446.42 $7,467.23 $89,606.79
EQUIPMENT OPERATOR STEP A 30.85$ $2,467.61 $5,346.49 $64,157.82 STEP B 32.39$ $2,590.99 $5,613.81 $67,365.71
STEP C 34.01$ $2,720.54 $5,894.50 $70,734.00
STEP D 35.71$ $2,856.57 $6,189.23 $74,270.70
STEP E 37.49$ $2,999.39 $6,498.69 $77,984.24
EXECUTIVE CHEF STEP A 26.96$ $2,156.73 $4,672.91 $56,074.91 STEP B 28.31$ $2,264.56 $4,906.55 $58,878.66
STEP C 29.72$ $2,377.79 $5,151.88 $61,822.59
STEP D 31.21$ $2,496.68 $5,409.48 $64,913.72
STEP E 32.77$ $2,621.52 $5,679.95 $68,159.41
EXECUTIVE SECRETARY STEP A 32.38$ $2,590.48 $5,612.70 $67,352.38 STEP B 34.00$ $2,720.00 $5,893.33 $70,720.00
STEP C 35.70$ $2,856.00 $6,188.00 $74,256.00
STEP D 37.49$ $2,998.80 $6,497.40 $77,968.80
STEP E 39.36$ $3,148.74 $6,822.27 $81,867.24
FIRE INSPECTOR I STEP A 40.60$ $3,247.89 $7,037.10 $84,445.17 STEP B 42.63$ $3,410.29 $7,388.95 $88,667.43
STEP C 44.76$ $3,580.80 $7,758.40 $93,100.80
STEP D 47.00$ $3,759.84 $8,146.32 $97,755.84
STEP E 49.35$ $3,947.83 $8,553.64 $102,643.63
FIRE INSPECTOR II STEP A 43.46$ $3,476.50 $7,532.43 $90,389.12 STEP B 45.63$ $3,650.33 $7,909.05 $94,908.57
STEP C 47.91$ $3,832.85 $8,304.50 $99,654.00
STEP D 50.31$ $4,024.49 $8,719.73 $104,636.70
STEP E 52.82$ $4,225.71 $9,155.71 $109,868.54
FOOD SERVICES WORKER STEP A 20.66$ $1,652.93 $3,581.34 $42,976.10 STEP B 21.69$ $1,735.57 $3,760.41 $45,124.91
STEP C 22.78$ $1,822.35 $3,948.43 $47,381.15
STEP D 23.92$ $1,913.47 $4,145.85 $49,750.21
STEP E 25.11$ $2,009.14 $4,353.14 $52,237.72
5% SALARY INCREASE Page 638 of 737
APPENDIX "B"
CITY OF NATIONAL CITY
NCMEA SALARY SCHEDULE
EFFECTIVE JULY 6, 2027
TITLE HOURLY BI-WEEKLY MONTHLY ANNUAL
FOOD SERVICES WORKER - PT STEP A 20.66$ $1,652.93 $3,581.34 $42,976.10 STEP B 21.69$ $1,735.57 $3,760.41 $45,124.91
STEP C 22.78$ $1,822.35 $3,948.43 $47,381.15
STEP D 23.92$ $1,913.47 $4,145.85 $49,750.21
STEP E 25.11$ $2,009.14 $4,353.14 $52,237.72
GRAFFITI REMOVAL ASSISTANT STEP A 25.81$ $2,065.20 $4,474.59 $53,695.13 STEP B 27.11$ $2,168.46 $4,698.32 $56,379.89
STEP C 28.46$ $2,276.88 $4,933.24 $59,198.88
STEP D 29.88$ $2,390.72 $5,179.90 $62,158.82
STEP E 31.38$ $2,510.26 $5,438.90 $65,266.77
GRAFFITI REMOVAL TECHNICIAN STEP A 30.51$ $2,440.55 $5,287.85 $63,454.24 STEP B 32.03$ $2,562.58 $5,552.25 $66,626.96
STEP C 33.63$ $2,690.70 $5,829.86 $69,958.30
STEP D 35.32$ $2,825.24 $6,121.35 $73,456.22
STEP E 37.08$ $2,966.50 $6,427.42 $77,129.03
HOME DELIVERED MEAL
COORDINATOR STEP A 21.94$ $1,755.23 $3,802.99 $45,635.86 STEP B 23.04$ $1,842.99 $3,993.14 $47,917.65
STEP C 24.19$ $1,935.14 $4,192.79 $50,313.54
STEP D 25.40$ $2,031.89 $4,402.43 $52,829.21
STEP E 26.67$ $2,133.49 $4,622.56 $55,470.67
HOME DELIVERED MEAL DRIVER STEP A 21.59$ $1,727.54 $3,742.99 $44,915.93 STEP B 22.67$ $1,813.91 $3,930.14 $47,161.72
STEP C 23.81$ $1,904.61 $4,126.65 $49,519.81
STEP D 25.00$ $1,999.84 $4,332.98 $51,995.80
STEP E 26.25$ $2,099.83 $4,549.63 $54,595.59
HOUSING ASSISTANT STEP A 27.22$ $2,177.49 $4,717.91 $56,614.86 STEP B 28.58$ $2,286.37 $4,953.80 $59,445.61
STEP C 30.01$ $2,400.69 $5,201.49 $62,417.89
STEP D 31.51$ $2,520.72 $5,461.57 $65,538.78
STEP E 33.08$ $2,646.76 $5,734.64 $68,815.72
HOUSING INSPECTOR I STEP A 35.54$ $2,842.82 $6,159.44 $73,913.30 STEP B 37.31$ $2,984.96 $6,467.41 $77,608.96
STEP C 39.18$ $3,134.21 $6,790.78 $81,489.41
STEP D 41.14$ $3,290.92 $7,130.32 $85,563.88
STEP E 43.19$ $3,455.46 $7,486.84 $89,842.07
5% SALARY INCREASE Page 639 of 737
APPENDIX "B"
CITY OF NATIONAL CITY
NCMEA SALARY SCHEDULE
EFFECTIVE JULY 6, 2027
TITLE HOURLY BI-WEEKLY MONTHLY ANNUAL
HOUSING INSPECTOR II STEP A 38.96$ $3,116.64 $6,752.72 $81,032.65 STEP B 40.91$ $3,272.47 $7,090.36 $85,084.28
STEP C 42.95$ $3,436.10 $7,444.87 $89,338.50
STEP D 45.10$ $3,607.90 $7,817.12 $93,805.42
STEP E 47.35$ $3,788.30 $8,207.97 $98,495.69
HOUSING SPECIALIST STEP A 40.17$ $3,213.40 $6,962.36 $83,548.30 STEP B 42.18$ $3,374.07 $7,310.48 $87,725.71
STEP C 44.28$ $3,542.77 $7,676.00 $92,112.00
STEP D 46.50$ $3,719.91 $8,059.80 $96,717.60
STEP E 48.82$ $3,905.90 $8,462.79 $101,553.48
JUNIOR ENGINEER-CIVIL STEP A 40.78$ $3,262.78 $7,069.36 $84,832.30 STEP B 42.82$ $3,425.92 $7,422.83 $89,073.92
STEP C 44.97$ $3,597.22 $7,793.97 $93,527.62
STEP D 47.21$ $3,777.08 $8,183.67 $98,204.00
STEP E 49.57$ $3,965.93 $8,592.85 $103,114.20
LEAD EQUIPMENT MECHANIC STEP A 39.00$ $3,119.99 $6,759.97 $81,119.67 STEP B 40.95$ $3,275.99 $7,097.97 $85,175.66
STEP C 43.00$ $3,439.79 $7,452.87 $89,434.44
STEP D 45.15$ $3,611.78 $7,825.51 $93,906.16
STEP E 47.40$ $3,792.36 $8,216.79 $98,601.47
LEAD HAZARD CONTROL PROGRAM
CASE MANAGER STEP A 34.06$ $2,725.14 $5,904.46 $70,853.57 STEP B 35.77$ $2,861.39 $6,199.69 $74,396.25
STEP C 37.56$ $3,004.46 $6,509.67 $78,116.06
STEP D 39.43$ $3,154.69 $6,835.16 $82,021.87
STEP E 41.41$ $3,312.42 $7,176.91 $86,122.96
LEAD HAZARD CONTROL PROGRAM
COORDINATOR STEP A 37.29$ $2,982.81 $6,462.75 $77,552.97 STEP B 39.15$ $3,131.95 $6,785.88 $81,430.61
STEP C 41.11$ $3,288.54 $7,125.18 $85,502.14
STEP D 43.16$ $3,452.97 $7,481.44 $89,777.25
STEP E 45.32$ $3,625.62 $7,855.51 $94,266.11
LEAD HOUSING INSPECTOR STEP A 35.24$ $2,818.98 $6,107.78 $73,293.35 STEP B 37.00$ $2,959.92 $6,413.17 $76,958.02
STEP C 38.85$ $3,107.92 $6,733.83 $80,805.92
STEP D 40.79$ $3,263.32 $7,070.52 $84,846.22
STEP E 42.83$ $3,426.48 $7,424.04 $89,088.53
5% SALARY INCREASE Page 640 of 737
APPENDIX "B"
CITY OF NATIONAL CITY
NCMEA SALARY SCHEDULE
EFFECTIVE JULY 6, 2027
TITLE HOURLY BI-WEEKLY MONTHLY ANNUAL
LEAD RISK INSPECTOR/ASSESSOR STEP A 35.24$ $2,818.98 $6,107.78 $73,293.35 STEP B 37.00$ $2,959.92 $6,413.17 $76,958.02
STEP C 38.85$ $3,107.92 $6,733.83 $80,805.92
STEP D 40.79$ $3,263.32 $7,070.52 $84,846.22
STEP E 42.83$ $3,426.48 $7,424.04 $89,088.53
LEAD SAMPLING TECHNICIAN STEP A 27.52$ $2,201.34 $4,769.57 $57,234.81 STEP B 28.89$ $2,311.41 $5,008.05 $60,096.55
STEP C 30.34$ $2,426.98 $5,258.45 $63,101.38
STEP D 31.85$ $2,548.32 $5,521.37 $66,256.44
STEP E 33.45$ $2,675.74 $5,797.44 $69,569.27
LEAD TREE TRIMMER STEP A 34.01$ $2,721.09 $5,895.69 $70,748.30 STEP B 35.71$ $2,857.14 $6,190.48 $74,285.71
STEP C 37.50$ $3,000.00 $6,500.00 $78,000.00
STEP D 39.38$ $3,150.00 $6,825.00 $81,900.00
STEP E 41.34$ $3,307.50 $7,166.25 $85,995.00
LIBRARIAN STEP A 37.79$ $3,022.80 $6,549.41 $78,592.87 STEP B 39.67$ $3,173.94 $6,876.88 $82,522.51
STEP C 41.66$ $3,332.64 $7,220.72 $86,648.64
STEP D 43.74$ $3,499.27 $7,581.76 $90,981.07
STEP E 45.93$ $3,674.24 $7,960.84 $95,530.13
LIBRARIAN - PT STEP A 37.79$ $3,022.80 $6,549.41 $78,592.87 STEP B 39.67$ $3,173.94 $6,876.88 $82,522.51
STEP C 41.66$ $3,332.64 $7,220.72 $86,648.64
STEP D 43.74$ $3,499.27 $7,581.76 $90,981.07
STEP E 45.93$ $3,674.24 $7,960.84 $95,530.13
LIBRARY AIDE - PT STEP A 19.32$ $1,545.24 $3,348.03 $40,176.36 STEP B 20.28$ $1,622.51 $3,515.43 $42,185.17
STEP C 21.30$ $1,703.63 $3,691.20 $44,294.43
STEP D 22.36$ $1,788.81 $3,875.76 $46,509.15
STEP E 23.48$ $1,878.25 $4,069.55 $48,834.61
LIBRARY ASSISTANT STEP A 24.49$ $1,958.83 $4,244.14 $50,929.63 STEP B 25.71$ $2,056.77 $4,456.34 $53,476.11
STEP C 27.00$ $2,159.61 $4,679.16 $56,149.92
STEP D 28.34$ $2,267.59 $4,913.12 $58,957.42
STEP E 29.76$ $2,380.97 $5,158.77 $61,905.29
5% SALARY INCREASE Page 641 of 737
APPENDIX "B"
CITY OF NATIONAL CITY
NCMEA SALARY SCHEDULE
EFFECTIVE JULY 6, 2027
TITLE HOURLY BI-WEEKLY MONTHLY ANNUAL
LIBRARY ASSISTANT - PT STEP A 22.84$ $1,827.53 $3,959.64 $47,515.69 STEP B 23.99$ $1,918.90 $4,157.62 $49,891.47
STEP C 25.19$ $2,014.85 $4,365.50 $52,386.05
STEP D 26.44$ $2,115.59 $4,583.78 $55,005.35
STEP E 27.77$ $2,221.37 $4,812.97 $57,755.62
LIBRARY CIRCULATION SUPERVISOR STEP A 32.88$ $2,630.53 $5,699.48 $68,393.80 STEP B 34.53$ $2,762.06 $5,984.46 $71,813.49
STEP C 36.25$ $2,900.16 $6,283.68 $75,404.16
STEP D 38.06$ $3,045.17 $6,597.86 $79,174.37
STEP E 39.97$ $3,197.43 $6,927.76 $83,133.09
LIBRARY TECHNICIAN STEP A 27.61$ $2,209.03 $4,786.23 $57,434.79 STEP B 28.99$ $2,319.48 $5,025.54 $60,306.53
STEP C 30.44$ $2,435.46 $5,276.82 $63,321.86
STEP D 31.97$ $2,557.23 $5,540.66 $66,487.95
STEP E 33.56$ $2,685.09 $5,817.70 $69,812.35
LIBRARY TECHNICIAN - PT STEP A 27.61$ $2,209.03 $4,786.23 $57,434.79 STEP B 28.99$ $2,319.48 $5,025.54 $60,306.53
STEP C 30.44$ $2,435.46 $5,276.82 $63,321.86
STEP D 31.97$ $2,557.23 $5,540.66 $66,487.95
STEP E 33.56$ $2,685.09 $5,817.70 $69,812.35
MANAGEMENT ANALYST TRAINEE STEP A 30.86$ $2,469.01 $5,349.51 $64,194.18 STEP B 32.41$ $2,592.46 $5,616.99 $67,403.89
STEP C 34.03$ $2,722.08 $5,897.84 $70,774.08
STEP D 35.73$ $2,858.18 $6,192.73 $74,312.78
STEP E 37.51$ $3,001.09 $6,502.37 $78,028.42
MAINTENANCE WORKER STEP A 27.53$ $2,202.41 $4,771.88 $57,262.59 STEP B 28.91$ $2,312.53 $5,010.48 $60,125.71
STEP C 30.35$ $2,428.15 $5,261.00 $63,132.00
STEP D 31.87$ $2,549.56 $5,524.05 $66,288.60
STEP E 33.46$ $2,677.04 $5,800.25 $69,603.03
NEIGHBORHOOD COUNCIL
SPECIALIST STEP A 31.40$ $2,512.08 $5,442.84 $65,314.08 STEP B 32.97$ $2,637.68 $5,714.98 $68,579.78
STEP C 34.62$ $2,769.57 $6,000.73 $72,008.77
STEP D 36.35$ $2,908.05 $6,300.77 $75,609.21
STEP E 38.17$ $3,053.45 $6,615.81 $79,389.67
5% SALARY INCREASE Page 642 of 737
APPENDIX "B"
CITY OF NATIONAL CITY
NCMEA SALARY SCHEDULE
EFFECTIVE JULY 6, 2027
TITLE HOURLY BI-WEEKLY MONTHLY ANNUAL
NUTRITION SERVICES SUPERVISOR STEP A 36.39$ $2,911.27 $6,307.76 $75,693.13 STEP B 38.21$ $3,056.84 $6,623.15 $79,477.79
STEP C 40.12$ $3,209.68 $6,954.31 $83,451.68
STEP D 42.13$ $3,370.16 $7,302.02 $87,624.26
STEP E 44.23$ $3,538.67 $7,667.12 $92,005.48
OFFICE ASSISTANT STEP A 22.74$ $1,819.07 $3,941.31 $47,295.71 STEP B 23.88$ $1,910.02 $4,138.37 $49,660.50
STEP C 25.07$ $2,005.52 $4,345.29 $52,143.52
STEP D 26.32$ $2,105.80 $4,562.56 $54,750.70
STEP E 27.64$ $2,211.09 $4,790.69 $57,488.23
PARK CARETAKER STEP A 26.19$ $2,095.31 $4,539.84 $54,478.04 STEP B 27.50$ $2,200.07 $4,766.83 $57,201.94
STEP C 28.88$ $2,310.08 $5,005.17 $60,062.04
STEP D 30.32$ $2,425.58 $5,255.43 $63,065.14
STEP E 31.84$ $2,546.86 $5,518.20 $66,218.40
PARK SUPERVISOR STEP A 41.46$ $3,316.59 $7,185.94 $86,231.29 STEP B 43.53$ $3,482.42 $7,545.24 $90,542.86
STEP C 45.71$ $3,656.54 $7,922.50 $95,070.00
STEP D 47.99$ $3,839.37 $8,318.63 $99,823.50
STEP E 50.39$ $4,031.33 $8,734.56 $104,814.68
PARKING REGULATIONS OFFICER STEP A 28.56$ $2,285.18 $4,951.22 $59,414.61 STEP B 29.99$ $2,399.44 $5,198.78 $62,385.34
STEP C 31.49$ $2,519.41 $5,458.72 $65,504.61
STEP D 33.07$ $2,645.38 $5,731.65 $68,779.84
STEP E 34.72$ $2,777.65 $6,018.24 $72,218.83
PARKS EQUIPMENT OPERATOR STEP A 30.12$ $2,409.42 $5,220.41 $62,644.90 STEP B 31.62$ $2,529.89 $5,481.43 $65,777.14
STEP C 33.20$ $2,656.38 $5,755.50 $69,066.00
STEP D 34.87$ $2,789.20 $6,043.28 $72,519.30
STEP E 36.61$ $2,928.66 $6,345.44 $76,145.27
PERMIT TECHNICIAN STEP A 33.58$ $2,686.40 $5,820.53 $69,846.31 STEP B 35.26$ $2,820.72 $6,111.55 $73,338.63
STEP C 37.02$ $2,961.75 $6,417.13 $77,005.56
STEP D 38.87$ $3,109.84 $6,737.99 $80,855.84
STEP E 40.82$ $3,265.33 $7,074.89 $84,898.63
5% SALARY INCREASE Page 643 of 737
APPENDIX "B"
CITY OF NATIONAL CITY
NCMEA SALARY SCHEDULE
EFFECTIVE JULY 6, 2027
TITLE HOURLY BI-WEEKLY MONTHLY ANNUAL
PLANNING TECHNICIAN STEP A 33.92$ $2,713.89 $5,880.10 $70,561.20 STEP B 35.62$ $2,849.59 $6,174.10 $74,089.26
STEP C 37.40$ $2,992.07 $6,482.81 $77,793.72
STEP D 39.27$ $3,141.67 $6,806.95 $81,683.41
STEP E 41.23$ $3,298.75 $7,147.30 $85,767.58
PLANS EXAMINER STEP A 48.76$ $3,901.18 $8,452.57 $101,430.80 STEP B 51.20$ $4,096.24 $8,875.19 $106,502.34
STEP C 53.76$ $4,301.06 $9,318.95 $111,827.46
STEP D 56.45$ $4,516.11 $9,784.90 $117,418.83
STEP E 59.27$ $4,741.91 $10,274.15 $123,289.77
PLUMBER STEP A 32.18$ $2,574.38 $5,577.83 $66,933.93 STEP B 33.79$ $2,703.10 $5,856.72 $70,280.62
STEP C 35.48$ $2,838.26 $6,149.55 $73,794.66
STEP D 37.25$ $2,980.17 $6,457.03 $77,484.39
STEP E 39.11$ $3,129.18 $6,779.88 $81,358.61
POLICE DISPATCH SUPERVISOR STEP A 47.26$ $3,780.43 $8,190.92 $98,291.08 STEP B 49.62$ $3,969.45 $8,600.47 $103,205.64
STEP C 52.10$ $4,167.92 $9,030.49 $108,365.92
STEP D 54.70$ $4,376.32 $9,482.02 $113,784.22
STEP E 57.44$ $4,595.13 $9,956.12 $119,473.43
POLICE DISPATCHER STEP A 38.84$ $3,107.48 $6,732.88 $80,794.56 STEP B 40.79$ $3,262.86 $7,069.52 $84,834.29
STEP C 42.83$ $3,426.00 $7,423.00 $89,076.00
STEP D 44.97$ $3,597.30 $7,794.15 $93,529.80
STEP E 47.21$ $3,777.17 $8,183.86 $98,206.29
POLICE INVESTIGATIVE AIDE STEP A 32.56$ $2,605.15 $5,644.49 $67,733.86 STEP B 34.19$ $2,735.41 $5,926.71 $71,120.55
STEP C 35.90$ $2,872.18 $6,223.05 $74,676.58
STEP D 37.70$ $3,015.78 $6,534.20 $78,410.40
STEP E 39.58$ $3,166.57 $6,860.91 $82,330.93
POLICE INVESTIGATOR (NON-
SWORN) STEP A 35.94$ $2,875.12 $6,229.43 $74,753.22 STEP B 37.74$ $3,018.88 $6,540.91 $78,490.88
STEP C 39.62$ $3,169.82 $6,867.95 $82,415.42
STEP D 41.60$ $3,328.32 $7,211.35 $86,536.20
STEP E 43.68$ $3,494.73 $7,571.92 $90,863.00
5% SALARY INCREASE Page 644 of 737
APPENDIX "B"
CITY OF NATIONAL CITY
NCMEA SALARY SCHEDULE
EFFECTIVE JULY 6, 2027
TITLE HOURLY BI-WEEKLY MONTHLY ANNUAL
POLICE INVESTIGATOR - PT (NON-
SWORN) STEP A 35.94$ $2,875.12 $6,229.43 $74,753.22 STEP B 37.74$ $3,018.88 $6,540.91 $78,490.88
STEP C 39.62$ $3,169.82 $6,867.95 $82,415.42
STEP D 41.60$ $3,328.32 $7,211.35 $86,536.20
STEP E 43.68$ $3,494.73 $7,571.92 $90,863.00
POLICE OPERATIONS ASSISTANT STEP A 31.32$ $2,505.93 $5,429.51 $65,154.09 STEP B 32.89$ $2,631.22 $5,700.98 $68,411.79
STEP C 34.53$ $2,762.78 $5,986.03 $71,832.38
STEP D 36.26$ $2,900.92 $6,285.33 $75,424.00
STEP E 38.07$ $3,045.97 $6,599.60 $79,195.20
POLICE RECORDS CLERK STEP A 24.90$ $1,991.84 $4,315.65 $51,787.76 STEP B 26.14$ $2,091.43 $4,531.43 $54,377.14
STEP C 27.45$ $2,196.00 $4,758.00 $57,096.00
STEP D 28.82$ $2,305.80 $4,995.90 $59,950.80
STEP E 30.26$ $2,421.09 $5,245.70 $62,948.34
POLICE RECORDS SUPERVISOR STEP A 34.40$ $2,752.06 $5,962.79 $71,553.51 STEP B 36.12$ $2,889.66 $6,260.93 $75,131.18
STEP C 37.93$ $3,034.14 $6,573.98 $78,887.74
STEP D 39.82$ $3,185.85 $6,902.68 $82,832.13
STEP E 41.81$ $3,345.14 $7,247.81 $86,973.74
PROPERTY AGENT STEP A 43.34$ $3,467.29 $7,512.47 $90,149.66 STEP B 45.51$ $3,640.66 $7,888.10 $94,657.14
STEP C 47.78$ $3,822.69 $8,282.50 $99,390.00
STEP D 50.17$ $4,013.83 $8,696.63 $104,359.50
STEP E 52.68$ $4,214.52 $9,131.46 $109,577.48
PROPERTY & EVIDENCE SPECIALIST
I STEP A 26.47$ $2,117.94 $4,588.88 $55,066.56
STEP B 27.80$ $2,223.84 $4,818.32 $57,819.89
STEP C 29.19$ $2,335.03 $5,059.24 $60,710.88
STEP D 30.65$ $2,451.79 $5,312.20 $63,746.42
STEP E 32.18$ $2,574.37 $5,577.81 $66,933.75
PROPERTY & EVIDENCE SPECIALIST
I - PT STEP A 25.95$ $2,075.97 $4,497.93 $53,975.10 STEP B 27.25$ $2,179.76 $4,722.82 $56,673.86
STEP C 28.61$ $2,288.75 $4,958.96 $59,507.55
STEP D 30.04$ $2,403.19 $5,206.91 $62,482.93
STEP E 31.54$ $2,523.35 $5,467.26 $65,607.08
5% SALARY INCREASE Page 645 of 737
APPENDIX "B"
CITY OF NATIONAL CITY
NCMEA SALARY SCHEDULE
EFFECTIVE JULY 6, 2027
TITLE HOURLY BI-WEEKLY MONTHLY ANNUAL
PROPERTY & EVIDENCE SPECIALIST
II STEP A 31.05$ $2,484.39 $5,382.85 $64,594.14
STEP B 32.61$ $2,608.61 $5,651.99 $67,823.85
STEP C 34.24$ $2,739.04 $5,934.59 $71,215.04
STEP D 35.95$ $2,875.99 $6,231.32 $74,775.79
STEP E 37.75$ $3,019.79 $6,542.88 $78,514.58
PROPERTY & EVIDENCE UNIT
SUPERVISOR STEP A 35.81$ $2,864.89 $6,207.27 $74,487.18 STEP B 37.60$ $3,008.14 $6,517.63 $78,211.54
STEP C 39.48$ $3,158.54 $6,843.51 $82,122.12
STEP D 41.46$ $3,316.47 $7,185.69 $86,228.23
STEP E 43.53$ $3,482.29 $7,544.97 $90,539.64
PUBLIC WORKS CREW SUPERVISOR STEP A 45.77$ $3,661.98 $7,934.28 $95,211.36 STEP B 48.06$ $3,845.07 $8,330.99 $99,971.93
STEP C 50.47$ $4,037.33 $8,747.54 $104,970.53
STEP D 52.99$ $4,239.19 $9,184.92 $110,219.05
STEP E 55.64$ $4,451.15 $9,644.17 $115,730.01
PURCHASING CLERK STEP A 25.99$ $2,079.04 $4,504.59 $54,055.10 STEP B 27.29$ $2,182.99 $4,729.82 $56,757.85
STEP C 28.65$ $2,292.14 $4,966.31 $59,595.74
STEP D 30.08$ $2,406.75 $5,214.63 $62,575.53
STEP E 31.59$ $2,527.09 $5,475.36 $65,704.31
RECREATION AIDE - PT STEP A 19.32$ $1,545.24 $3,348.03 $40,176.36 STEP B 20.28$ $1,622.51 $3,515.43 $42,185.17
STEP C 21.30$ $1,703.63 $3,691.20 $44,294.43
STEP D 22.36$ $1,788.81 $3,875.76 $46,509.15
STEP E 23.48$ $1,878.25 $4,069.55 $48,834.61
RECREATION CENTER SUPERVISOR STEP A 36.66$ $2,933.06 $6,354.96 $76,259.48 STEP B 38.50$ $3,079.71 $6,672.70 $80,072.46
STEP C 40.42$ $3,233.70 $7,006.34 $84,076.08
STEP D 42.44$ $3,395.38 $7,356.66 $88,279.88
STEP E 44.56$ $3,565.15 $7,724.49 $92,693.88
RECREATION LEADER I - PT STEP A 19.48$ $1,558.32 $3,376.36 $40,516.32 STEP B 20.45$ $1,636.24 $3,545.18 $42,542.14
STEP C 21.48$ $1,718.05 $3,722.44 $44,669.25
STEP D 22.55$ $1,803.95 $3,908.56 $46,902.71
STEP E 23.68$ $1,894.15 $4,103.99 $49,247.85
5% SALARY INCREASE Page 646 of 737
APPENDIX "B"
CITY OF NATIONAL CITY
NCMEA SALARY SCHEDULE
EFFECTIVE JULY 6, 2027
TITLE HOURLY BI-WEEKLY MONTHLY ANNUAL
RECREATION LEADER II - PT STEP A 20.29$ $1,623.44 $3,517.46 $42,209.52 STEP B 21.31$ $1,704.62 $3,693.33 $44,320.00
STEP C 22.37$ $1,789.85 $3,878.00 $46,536.00
STEP D 23.49$ $1,879.34 $4,071.90 $48,862.80
STEP E 24.67$ $1,973.31 $4,275.50 $51,305.94
RECREATION LEADER III - PT STEP A 19.81$ $1,584.47 $3,433.02 $41,196.26 STEP B 20.80$ $1,663.70 $3,604.67 $43,256.08
STEP C 21.84$ $1,746.88 $3,784.91 $45,418.88
STEP D 22.93$ $1,834.22 $3,974.15 $47,689.82
STEP E 24.07$ $1,925.94 $4,172.86 $50,074.32
RECREATION SPECIALIST - PT STEP A 23.17$ $1,853.97 $4,016.93 $48,203.21 STEP B 24.33$ $1,946.67 $4,217.78 $50,613.37
STEP C 25.55$ $2,044.00 $4,428.67 $53,144.04
STEP D 26.83$ $2,146.20 $4,650.10 $55,801.24
STEP E 28.17$ $2,253.51 $4,882.61 $58,591.30
RECREATION SUPERVISOR STEP A 38.57$ $3,085.30 $6,684.81 $80,217.69 STEP B 40.49$ $3,239.56 $7,019.05 $84,228.57
STEP C 42.52$ $3,401.54 $7,370.00 $88,440.00
STEP D 44.65$ $3,571.62 $7,738.50 $92,862.00
STEP E 46.88$ $3,750.20 $8,125.43 $97,505.10
SENIOR ACCOUNTING ASSISTANT STEP A 31.71$ $2,536.69 $5,496.17 $65,954.02 STEP B 33.29$ $2,663.53 $5,770.98 $69,251.72
STEP C 34.96$ $2,796.70 $6,059.53 $72,714.30
STEP D 36.71$ $2,936.54 $6,362.50 $76,350.02
STEP E 38.54$ $3,083.37 $6,680.63 $80,167.52
SENIOR BUILDING INSPECTOR STEP A 46.25$ $3,699.96 $8,016.59 $96,199.07 STEP B 48.56$ $3,884.96 $8,417.42 $101,009.03
STEP C 50.99$ $4,079.21 $8,838.29 $106,059.48
STEP D 53.54$ $4,283.17 $9,280.20 $111,362.45
STEP E 56.22$ $4,497.33 $9,744.21 $116,930.58
SENIOR CIVIL ENGINEERING
TECHNICIAN STEP A 39.86$ $3,188.94 $6,909.37 $82,912.48 STEP B 41.85$ $3,348.39 $7,254.84 $87,058.10
STEP C 43.95$ $3,515.81 $7,617.58 $91,411.01
STEP D 46.14$ $3,691.60 $7,998.46 $95,981.56
STEP E 48.45$ $3,876.18 $8,398.39 $100,780.64
5% SALARY INCREASE Page 647 of 737
APPENDIX "B"
CITY OF NATIONAL CITY
NCMEA SALARY SCHEDULE
EFFECTIVE JULY 6, 2027
TITLE HOURLY BI-WEEKLY MONTHLY ANNUAL
SENIOR CRIME AND INTELLIGENCE
ANALYST STEP A 51.85$ $4,148.39 $8,988.18 $107,858.14 STEP B 54.45$ $4,355.81 $9,437.59 $113,251.05
STEP C 57.17$ $4,573.60 $9,909.47 $118,913.60
STEP D 60.03$ $4,802.28 $10,404.94 $124,859.28
STEP E 63.03$ $5,042.39 $10,925.19 $131,102.24
SENIOR CODE CONFORMANCE
OFFICER STEP A 42.03$ $3,362.28 $7,284.93 $87,419.21 STEP B 44.13$ $3,530.39 $7,649.18 $91,790.17
STEP C 46.34$ $3,706.91 $8,031.64 $96,379.68
STEP D 48.65$ $3,892.26 $8,433.22 $101,198.66
STEP E 51.09$ $4,086.87 $8,854.88 $106,258.60
SENIOR CONSTRUCTION
INSPECTOR STEP A 44.59$ $3,567.17 $7,728.86 $92,746.34 STEP B 46.82$ $3,745.53 $8,115.30 $97,383.66
STEP C 49.16$ $3,932.80 $8,521.07 $102,252.84
STEP D 51.62$ $4,129.44 $8,947.12 $107,365.48
STEP E 54.20$ $4,335.91 $9,394.48 $112,733.76
SENIOR EQUIPMENT OPERATOR STEP A 33.99$ $2,719.41 $5,892.06 $70,704.76 STEP B 35.69$ $2,855.38 $6,186.67 $74,240.00
STEP C 37.48$ $2,998.15 $6,496.00 $77,952.00
STEP D 39.35$ $3,148.06 $6,820.80 $81,849.60
STEP E 41.32$ $3,305.46 $7,161.84 $85,942.08
SENIOR HOUSING SPECIALIST STEP A 43.57$ $3,485.84 $7,552.65 $90,631.78 STEP B 45.75$ $3,660.13 $7,930.28 $95,163.37
STEP C 48.04$ $3,843.14 $8,326.79 $99,921.54
STEP D 50.44$ $4,035.29 $8,743.13 $104,917.61
STEP E 52.96$ $4,237.06 $9,180.29 $110,163.49
SENIOR LIBRARIAN STEP A 44.25$ $3,540.32 $7,670.68 $92,048.22 STEP B 46.47$ $3,717.33 $8,054.22 $96,650.63
STEP C 48.79$ $3,903.20 $8,456.93 $101,483.16
STEP D 51.23$ $4,098.36 $8,879.78 $106,557.32
STEP E 53.79$ $4,303.28 $9,323.77 $111,885.18
SENIOR LIBRARY TECHNICIAN STEP A 29.08$ $2,326.71 $5,041.21 $60,494.51 STEP B 30.54$ $2,443.05 $5,293.27 $63,519.24
STEP C 32.07$ $2,565.20 $5,557.93 $66,695.20
STEP D 33.67$ $2,693.46 $5,835.83 $70,029.96
STEP E 35.35$ $2,828.13 $6,127.62 $73,531.46
5% SALARY INCREASE Page 648 of 737
APPENDIX "B"
CITY OF NATIONAL CITY
NCMEA SALARY SCHEDULE
EFFECTIVE JULY 6, 2027
TITLE HOURLY BI-WEEKLY MONTHLY ANNUAL
SENIOR OFFICE ASSISTANT STEP A 26.15$ $2,092.31 $4,533.33 $54,400.00 STEP B 27.46$ $2,196.92 $4,760.00 $57,120.00
STEP C 28.83$ $2,306.77 $4,998.00 $59,976.00
STEP D 30.28$ $2,422.11 $5,247.90 $62,974.80
STEP E 31.79$ $2,543.21 $5,510.30 $66,123.54
SENIOR PARK CARETAKER STEP A 30.87$ $2,469.27 $5,350.09 $64,201.03 STEP B 32.41$ $2,592.73 $5,617.59 $67,411.09
STEP C 34.03$ $2,722.37 $5,898.47 $70,781.64
STEP D 35.73$ $2,858.49 $6,193.39 $74,320.72
STEP E 37.52$ $3,001.41 $6,503.06 $78,036.76
SENIOR POLICE DISPATCHER STEP A 45.12$ $3,609.67 $7,820.96 $93,851.49 STEP B 47.38$ $3,790.16 $8,212.01 $98,544.06
STEP C 49.75$ $3,979.66 $8,622.61 $103,471.26
STEP D 52.23$ $4,178.65 $9,053.74 $108,644.83
STEP E 54.84$ $4,387.58 $9,506.42 $114,077.07
SENIOR TRAFFIC PAINTER STEP A 31.94$ $2,555.15 $5,536.16 $66,433.97 STEP B 33.54$ $2,682.91 $5,812.97 $69,755.67
STEP C 35.21$ $2,817.06 $6,103.62 $73,243.46
STEP D 36.97$ $2,957.91 $6,408.80 $76,905.63
STEP E 38.82$ $3,105.80 $6,729.24 $80,750.91
SOUS CHEF STEP A 23.11$ $1,849.06 $4,006.30 $48,075.64 STEP B 24.27$ $1,941.52 $4,206.62 $50,479.42
STEP C 25.48$ $2,038.59 $4,416.95 $53,003.39
STEP D 26.76$ $2,140.52 $4,637.80 $55,653.56
STEP E 28.09$ $2,247.55 $4,869.69 $58,436.24
STORM WATER COMPLIANCE
INSPECTOR STEP A 36.91$ $2,952.81 $6,397.75 $76,773.04 STEP B 38.76$ $3,100.45 $6,717.64 $80,611.69
STEP C 40.69$ $3,255.47 $7,053.52 $84,642.27
STEP D 42.73$ $3,418.25 $7,406.20 $88,874.39
STEP E 44.86$ $3,589.16 $7,776.51 $93,318.10
STREET SWEEPER OPERATOR STEP A 30.39$ $2,430.98 $5,267.12 $63,205.44 STEP B 31.91$ $2,552.53 $5,530.48 $66,365.71
STEP C 33.50$ $2,680.15 $5,807.00 $69,684.00
STEP D 35.18$ $2,814.16 $6,097.35 $73,168.20
STEP E 36.94$ $2,954.87 $6,402.22 $76,826.61
5% SALARY INCREASE Page 649 of 737
APPENDIX "B"
CITY OF NATIONAL CITY
NCMEA SALARY SCHEDULE
EFFECTIVE JULY 6, 2027
TITLE HOURLY BI-WEEKLY MONTHLY ANNUAL
SUPERVISING CUSTODIAN STEP A 24.74$ $1,979.30 $4,288.49 $51,461.88 STEP B 25.98$ $2,078.27 $4,502.91 $54,034.97
STEP C 27.28$ $2,182.18 $4,728.06 $56,736.72
STEP D 28.64$ $2,291.29 $4,964.46 $59,573.56
STEP E 30.07$ $2,405.86 $5,212.69 $62,552.23
TRAFFIC OFFICE COORDINATOR STEP A 30.99$ $2,479.01 $5,371.18 $64,454.15 STEP B 32.54$ $2,602.96 $5,639.74 $67,676.86
STEP C 34.16$ $2,733.10 $5,921.73 $71,060.70
STEP D 35.87$ $2,869.76 $6,217.81 $74,613.74
STEP E 37.67$ $3,013.25 $6,528.70 $78,344.43
TRAFFIC PAINTER STEP A 29.38$ $2,350.18 $5,092.06 $61,104.76 STEP B 30.85$ $2,467.69 $5,346.67 $64,160.00
STEP C 32.39$ $2,591.08 $5,614.00 $67,368.00
STEP D 34.01$ $2,720.63 $5,894.70 $70,736.40
STEP E 35.71$ $2,856.66 $6,189.44 $74,273.22
TRAINING COORDINATOR STEP A 33.88$ $2,710.20 $5,872.11 $70,465.31 STEP B 35.57$ $2,845.71 $6,165.71 $73,988.57
STEP C 37.35$ $2,988.00 $6,474.00 $77,688.00
STEP D 39.22$ $3,137.40 $6,797.70 $81,572.40
STEP E 41.18$ $3,294.27 $7,137.59 $85,651.02
TREE TRIMMER STEP A 29.59$ $2,366.93 $5,128.34 $61,540.14 STEP B 31.07$ $2,485.27 $5,384.76 $64,617.14
STEP C 32.62$ $2,609.54 $5,654.00 $67,848.00
STEP D 34.25$ $2,740.02 $5,936.70 $71,240.40
STEP E 35.96$ $2,877.02 $6,233.54 $74,802.42
WASTE WATER CREW CHIEF STEP A 35.04$ $2,803.59 $6,074.45 $72,893.39 STEP B 36.80$ $2,943.77 $6,378.17 $76,538.06
STEP C 38.64$ $3,090.96 $6,697.08 $80,364.96
STEP D 40.57$ $3,245.51 $7,031.93 $84,383.21
STEP E 42.60$ $3,407.78 $7,383.53 $88,602.37
5% SALARY INCREASE Page 650 of 737
Fund Fiscal Year 2026
General Fund 452,955 $
Library Fund 33,981 $
Park Maintenance Fund 80,260 $
Gas Tax Fund 59,814 $
Sewer Fund 87,518 $
Nutrition Fund 22,296 $
Refuse Enterprise Fund 11,985 $
Parking Authority 3,376 $
Housing Authority 5,677 $
Section 8 Fund 26,037 $
Home Fund 2,154 $
Low & Mod Income Housing Asset Fund 1,661 $
Facility Maintenance Fund 40,698 $
Motor Vehicle Service Fund 19,738 $
Total 848,151 $
EXHIBIT E
Increase Appropriations by Fund
for Fiscal Year 2025-2026
AGENDA REPORT
Department: Human Resources
Prepared by: Alicia Hicks, Human Resources Director
Meeting Date: Tuesday, September 2, 2025
Approved by: Scott W. Huth, Interim City Manager
SUBJECT:
Memorandum of Understanding (MOU) Between the City of National City and the National City Firefighters’ Association (NCFFA).
RECOMMENDATION:
Adopt the Resolut ion Entitled: “ Resolution of the City Council of the City of National City, California, Approving the Memorandum of Understanding between the City of National City and the National City Firefighters’ Association and Authorizing the Establishment of a Fiscal Year 2025-2026 Budget Appropriation in the Amount of $856,245.00 in the General Fund to Fund Salary and Benefit Increases.
BOARD/COMMISSION/COMMITTEE PRIOR ACTION:
Not Applicable.
EXPLANATION:
The labor agreement between the City of National City and the NCFFA expired on June 30, 2025.
The City and NC FFA entered into negotiations in the Spring of 2025 to establish a successor MOU. Both parties engaged in good faith bargaining over wages, benefits and working conditions for represented classifications. On August 1 2, 2025, the NCFFA membership voted to ratify the terms of a three-year agreement, from July 1, 2025- June 30, 2028, as set forth by the negotiating teams. Attached is a complete summary of the terms of the agreement that have been modified from the previous Memorandum of Understanding.
FINANCIAL STATEMENT:
The Fiscal Year 2025 -2026 budget in the General Fund for the Fire Department for personnel costs will increase by $856,245.00. Over the term of the labor agreement, personnel costs paid by the City will rise by approximately $2.3M as compared to the current budgeted expenditure.
RELATED CITY COUNCIL 2020-2025 STRATEGIC PLAN GOAL:
Not Applicable
ENVIRONMENTAL REVIEW:
This is not a project under CEQA , and is therefore , not subject to environmental review.
CCR15378; PRC 21065.
PUBLIC NOTIFICATION:
The Agenda Report was posted at least 72 hours before the Regular Meeting date and time, and 24 hours before a Special Meeting in accordance with the Ralph M. Brown Act.
ORDINANCE:
Not Applicable
EXHIBITS:
Exhibit A – Resolution NCFFA
Exhibit B - Summary of Key NCFFA MOU Changes
Exhibit C - NCFFA Memorandum of Understanding
Exhibit D - NCFFA Salary Schedule Effective July 8, 2025
RESOLUTION NO. 2025 -
RESOLUTION OF THE CITY COUNCIL OF THE CITY OF NATIONAL CITY, CALIFORNIA,
APPROVING THE MEMORANDUM OF UNDERSTANDING BETWEEN THE CITY OF NATIONAL CITY AND THE NATIONAL CITY FIREFIGHTERS ’ ASSOCIATION AND AUTHORIZING THE ESTABLISHMENT OF A FISCAL YEAR 2025 -2026 BUDGET APPROPRIATION IN THE AMOUNT OF $ 856,245.00 IN THE GENERAL FUND TO FUND SALARY AND BENEFIT INCREASES.
WHEREAS, on January 4, 2022, the City Council of the City of National City (“City”) approved a Memoran dum of Understanding (“MOU”) with the National City Firefighters’ Association (“FFA”) for the period of July 1, 2022 to December 31, 2024; and
WHEREAS, subsequently, on December 3, 2024, the City Council approved a Side Letter Agreement with FFA extending the MOU six (6) months to June 30, 2025 to allow additional time to negotiate a successor agreement to the MOU; and
WHEREAS, City and FFA representatives met and conferred in good faith and have come to an agreement on a successor agreement to the MOU; and WHEREAS, on August 12, 2025, the FFA membership voted to ratify the terms of a three (3) year agreement, from July 1, 2025 to June 30, 2028.
NOW, THEREFORE, THE CITY COUNCIL OF THE CITY OF NATIONAL CITY, CALIFORNIA, DOES RESOLVE, DECLARE, DETERMINE, AND ORDER AS FOLLOWS:
Section 1: That the City Council hereby approves the Memorandum of Understanding between the City of National City and the National City Firefighters’ Association for a term of three years, from July 1, 2025 to June 30, 2028. The Memorandum of Understanding is attached to the Agenda Report as Exhibit C.
Section 2: That the City Council hereby authorizes the City Manager to execute said Memorandum of Understanding.
Section 3: That the City Council hereby authorizes the establishment of a Fiscal Year 2025-2026 budget appropriation in the amount of $856,245.00 in the General Fund to fund salary and benefit increases.
Section 4: That the City Clerk shall certify to the passage and adoption of this Resolution and enter it into the book of original Resolutions.
PASSED and ADOPTED this 2nd day of September, 2025.
Ron Morrison, Mayor
ATTEST:
Shelley Chapel, MMC, City Clerk
APPROVED AS TO FORM:
Barry J. Schultz, City Attorney
1 13030408.1 NA040-035
SUMMARY OF KEY NCFFA MOU CHANGES
Term: July 1, 2025-June 30, 2028 (Changes effective July 2025 unless otherwise indicated)
Wages
July, 2025: Increase base salary as follows:
Firefighter 2.5%
Fire Engineer 4.5%
Fire Captain 4.5%
Battalion Chief 4.0%
Add sixth (F) step to salary ranges; Employees who have completed 26 pay cycles at Step E with satisfactory service as of first full pay period of July 2025, shall move to Step F; all others will be eligible subject to existing timelines and requirements
5% in July 2026 for all classifications
5% in July 2027 for all classifications
Change date for City to complete total compensation survey to July 31 each year
Company Level
Staffing
Change language to reflect existing practice of minimum staffing at 14 personnel
Post-Retirement
Healthcare Trust
Beginning January 1, 2026, City to begin making contributions to International Association of Firefighters Medical Expense Reimbursement Trust (“MERP”). This plan will replace the current Retiree Medical Benefit in Article 18, section 4 for all employees hired on or after July 1, 2025 and for current employees that retire on or after January 1, 2027. Employees must sign a waiver of their rights to the existing retiree medical benefit. Employer contributions to MERP will cease if an employee retires or otherwise separates from employment or is promoted and no longer subject to this MOU.
Employer contributions to the MERP shall begin in January, 2026 and shall be $106.84 per month for new hires beginning July 1, 2025
Catch-Up contributions for existing employees based on total years of fire service shall be:
0 - 4.99 Years - $128.21
5 - 9.99 Years - $160.26
10 - 14.99 Years - $213.68
15 - 19.99 Years - $320.51
2 13030408.1 NA040-035
20 - 24.99 Years - $641.03
25 - 30+ Years - $1,602.56
Disciplinary
Actions and
Appeals Process
Add comprehensive disciplinary procedure to that conforms to current law and to replace the Civil Service Rules as to employees subject to this MOU.
13011003.7 NA040-035
CITY OF NATIONAL CITY
BETWEEN
CITY OF NATIONAL CITY
CALIFORNIA
and
NATIONAL CITY
FIREFIGHTERS’ ASSOCIATION
AGREEMENT PERIOD
JULY 1, 2025 – JUNE 30, 2028
2 NCFFA Agreement July 1, 2025–June 30, 2028
13011003.7 NA040-035
TABLE OF CONTENTS
ARTICLE 1 – RECOGNITION/IMPLEMENTATION .......................................................................................................................... 3 ARTICLE 2 – WORK WEEK ................................................................................................................................................................. 4 ARTICLE 3 – UNIFORM ALLOWANCE ............................................................................................................................................. 6 ARTICLE 4 – ACTING ASSIGNMENTS .............................................................................................................................................. 7 ARTICLE 5 – HOLIDAYS ..................................................................................................................................................................... 8 ARTICLE 6 – LEAVE ELIGIBILITY AND PROCEDURE ................................................................................................................ 10 ARTICLE 7 – ANNUAL VACATION LEAVE ................................................................................................................................... 11 ARTICLE 8 – MILITARY LEAVE ...................................................................................................................................................... 13 ARTICLE 9 – FAMILY CARE LEAVE ............................................................................................................................................... 14 ARTICLE 10 – COURT LEAVE .......................................................................................................................................................... 15 ARTICLE 11 – SICK LEAVE WITH PAY .......................................................................................................................................... 16 ARTICLE 12 – COMPENSATION PLAN ........................................................................................................................................... 21 ARTICLE 13 – “Y” RATE .................................................................................................................................................................... 23 ARTICLE 14 – FORTY-HOUR ASSIGNMENT PAY ......................................................................................................................... 24 ARTICLE 15 – REVISION OF THE COMPENSATION PLAN ......................................................................................................... 25 ARTICLE 16 – OVERTIME ................................................................................................................................................................. 26 ARTICLE 17 – LONGEVITY PAY ...................................................................................................................................................... 27 ARTICLE 18 – EMPLOYEE AND DEPENDENT HEALTH & DENTAL INSURANCE ................................................................. 28 ARTICLE 19 – EMPLOYEE LIFE INSURANCE ............................................................................................................................... 30 ARTICLE 20 – LONG TERM DISABILITY INSURANCE ................................................................................................................ 31 ARTICLE 21 – PUBLIC EMPLOYEES’ RETIREMENT SYSTEM ................................................................................................... 32 ARTICLE 22 – SALARIES................................................................................................................................................................... 35 ARTICLE 23 – CALL BACK AND STANDBY/ON-CALL ................................................................................................................ 37 ARTICLE 24 – SHIFT EXCHANGES ................................................................................................................................................. 38 ARTICLE 25 – TRAINING .................................................................................................................................................................. 39 ARTICLE 26 – COMPANY-LEVEL STAFFING ................................................................................................................................ 40 ARTICLE 27 – MANAGEMENT RIGHTS.......................................................................................................................................... 42 ARTICLE 28 – EMPLOYEE GRIEVANCE PROCEDURE ................................................................................................................ 43 ARTICLE 29 – PARAMEDIC ASSESSMENT COMPANY ............................................................................................................... 50 ARTICLE 30 – DEFERRED COMPENSATION ................................................................................................................................. 52 ARTICLE 31 – CATASTROPHIC LEAVE .......................................................................................................................................... 53 ARTICLE 32 – ASSOCIATION BANK ............................................................................................................................................... 54 ARTICLE 33 – POST-RETIREMENT HEALTHCARE TRUST ........................................................................................................ 56 ARTICLE 34 – TERMS OF PROVISIONS .......................................................................................................................................... 58 ARTICLE 35 - DEFINITIONS.............................................................................................................................................................. 59 ARTICLE 36 - DISCIPLINARY ACTIONS AND APPEALS PROCESS ................................................................................. 62
3 NCFFA Agreement July 1, 2025–June 30, 2028
13011003.7 NA040-035
ARTICLE 1 – RECOGNITION/IMPLEMENTATION
Section 1 Recognition
The National City Firefighters’ Association is the exclusive representative of probationary and career employees in the following classes:
Firefighter
Fire Engineer
Fire Captain
Battalion Chief
Deputy Fire Marshal
Section 2 Implementation
This Memorandum constitutes a mutual recommendation to be jointly submitted to the City Council of National City. It is agreed that this Memorandum shall not be binding upon the parties either in whole or in part unless and until:
a) The City Council acts, by majority vote, to formally approve and adopt said Memorandum.
b) The City Council acts to appropriate the necessary funds required to implement the provisions of this Memorandum that require funding.
c) The City Council acts in a timely manner to make the necessary changes in ordinances, resolutions, rules, policies and procedures to implement and conform to this Agreement.
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13011003.7 NA040-035
ARTICLE 2 – WORK WEEK
The City agrees to cooperate with the Firefighters' Local 2744 to retain the fifty -six (56) hour work week for Fire Suppression personnel, and the forty (40) hour work week for Staff personnel. The City agrees to meet and confer with the Firefighter's Local 2744 prior to making adjustments to the twenty -four (24) hour duty shift.
(A) Fire Suppression - Fifty-six (56) hours shall constitute the normal work week for personnel assigned to this division. The normal shift length for personnel assigned to this division shall be twenty-four (24) hours. The normal shift change shall occur at 0800 (8:00 a.m.). Sunday routine shall be as follows: The hours from 0800 to 1300 hours shall be regular operations. After 130 0 hours shall be considered stand by time and operations personnel are not expected to perform work of a non-emergency nature.
(B) Forty Hour Assignment - Forty (40) hours shall constitute the normal work week for personnel temporarily assigned to the operations, prevention or administration divisions. The normal work day for personnel assigned to this division shall be eight (8) hours, and begin at 0800 (8:00 a.m.) daily. Such assignment shall not exceed twelve (12) months, except for those positions designed and filled as permanent 40 -hour assignments or with the consent of the temporarily assigned employee and approval of the Chief.
(C) 9/80 Assignment - Employees on a forty hour assignment are eligible to participate in the “Alternative 9/80 Work Schedule” if approved by the Fire Chief or designee. The parties agree that 9/80 alternative work schedule will continue to be monitored and the City retains the right to discontinue the 9/80 schedule so long as the City provides the employee and FFA with thirty (30) days advance notice and provides FFA with a reasonable opportunity to meet and confer on the change.
The standard work schedule for an employee on 9/80 work schedule shall be nine (9) hour days four days per calendar week plus one eight (8) hour Friday once every two calendar weeks. The work week is a 168 hour (i.e. seven 24 -hour periods) commencing at the mid - point of the employee’s 8-hour Friday. Due to this work week, and to ensure the 9/80 schedule does not impact overtime, an employee working their regular 9/80 work schedule shall not be entitled to overtime.
Leave time (including admin, vacation and sick) will continue to be accrued at the same rate, but will be taken in accordance with however many hours of work are missed.
Holidays and floating holidays falling on a employee’s 9 -hour day will continue to be compensated at a rate of eight (8) hours of the employee’s regular rate of pay and employees will have the option of using accrued leave time (vacation, floater, admin or comp time) for the additional hour. When a holiday falls on an employee’s Friday off, the day will be accrued as a floater to be taken at a later date. These floaters must be used prior to the end o f the fiscal year in which the floater was earned. The use of the floater is subject to supervisor approval like other requests to use leave time. If workload and staffing issues, as determined by the supervisors, create a situation in which a holiday leave floater cannot be used by the end of this fiscal year, the holiday leave floater can be carried over to the next fiscal year.
5 NCFFA Agreement July 1, 2025–June 30, 2028
13011003.7 NA040-035
(D) 4/10 Assignment - Employees on a forty (40) hour assignment are eligible to participate in the “Alternative 4/10 work schedule”, subject to approval of the Fire Chief.
(E) Assignment Allotment - For the term of the alternative 9/80 and 4/10 work schedule, suppression personnel temporarily assigned to a forty hour workweek shall be entitled up to an additional 14 hours of vacation during the calendar year for temporary assignment. The additional hours will be pro -rated (i.e., not eligible for hours on holidays already passed), and may be rescinded if unused upon return to a 56 hr schedule.
(F) Permanent Employees - shall be entitled up to 26 hours of allotment time during the calendar year to offset holiday time off requirements. This time will be pro -rated based on assignment, 9/80 or 4/10 workweeks.
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13011003.7 NA040-035
ARTICLE 3 – UNIFORM ALLOWANCE
Safety equipment prescribed by OSHA or the City, including turnouts, rubber boots, gloves, helmets, leather boots and pants, will be provided by the City.
In addition, the City will provide $850 annually for each employee covered by this agreement to be applied toward the purchase and maintenance of the shirt, belt, utility jacket and non -safety trousers prescribed by department. The uniform allowance will be included in the first full pay period in July as part of the applicable payroll check. Uniform allowance shall be reported to CalPERS periodically as earned.
All safety equipment prescribed by OSHA and the City provided pursuant to this article will be considered property of the City and may not be worn by the employee while off-duty, except for travel to and from work.
In addition to the above, the City shall provide each newly hired employee an additional $200 to assist them in making an initial purchase of required uniforms.
Upon successful completion of probation the City will provide each employee one “Class A” dress uniform, consisting of the following:
Jacket
One pair of pants
Shirt
Shoes
Tie
Hat
Collar device
Badge holder
Belt
Applicable piping
Employees on probation may purchase a “Class A” uniform from the City’s supplier. Upon successful completion of probation, the permanent employee will be eligible for reimbursement, up to the City’s cost for “Class A” uniforms. The monetary value of Class A uniforms is $857.00 as of January, 2019. The City acknowledges this cost may rise in the future. Reimbursement and the reported amount of reimbursement will be for the actual cost of the uniform.
7 NCFFA Agreement July 1, 2025–June 30, 2028
13011003.7 NA040-035
ARTICLE 4 – ACTING ASSIGNMENTS
Section 1
Employees may be temporarily assigned to a higher classification when temporary vacancies caused by factors including but not limited to illness, vacations and separations prohibit the department from achieving the staffing levels prescribed under Article 26, Company-Level Staffing.
In such cases of absences, the department shall make reasonable effort to find and utilize department personnel of the same rank. When personnel of the same rank are unavailable or such use is impractical as determined by the department director, acting appointments may be made as allowed under Civil Service Rule 407.5.
When vacancies are the result of employee separation, the department will make every effort to backfill the position as quickly as possible and in a manner consistent with City Policy and Civil Service Rules.
Section 2 Eligibility
Fire Department personnel may be eligible to assume acting assignments under the following conditions:
1. The employee is on an active eligible list promulgated by the Human Resources Department for the classification to be filled.
2. In the absence of an active eligible list:
a) The employee was on the most recently expired eligible list for the classification to be filled.
b) The individual has been certified by the department as meeting requirements of the position to be filled.
Section 3 Compensation
1. Acting assignments shall be compensated at a rate of 5% above the base salary of the employee assuming the acting assignment.
2. Acting assignments continuing beyond six months, calculated cumulatively in a fiscal year, shall be compensated at 10% above base pay effective at six months and one day for the remaining duration of any acting assignment within that fiscal year.
3. Compensation for acting assignments shall reset to 5% above the base salary of the employee assuming acting assignment after the start of new fiscal year (any employee in an act ive acting assignment that continues into the new fiscal year shall not be reset to 5% until there is a break in acting exceeding 30 days).
4. An employee assuming an acting assignment of two classifications or higher, shall be compensated at 10% above base pay, or one step above the employee’s current pay step, whichever is greater, for the duration of the acting assignment.
8 NCFFA Agreement July 1, 2025–June 30, 2028
13011003.7 NA040-035
ARTICLE 5 – HOLIDAYS
Section 1
Eligible suppression personnel temporarily assigned to a forty (40) hour work week shall be entitled to the following fixed holidays with pay if they occur during such assignment:
1. New Year's Day 5. Labor Day
2. Easter Sunday 6. Thanksgiving Day
3. Memorial Day 7. Christmas Day
4. Independence Day
Personnel permanently assigned to a 40 hour/week shall be entitled to the same fixed holidays with pay as Fire Management personnel.
1. New Year’s Day - January 1st 6. Labor Day - 1st Monday in September
2. Martin Luther King - 3rd Monday in January 7. Thanksgiving Day - 4th Thursday in November
3. Cesar Chavez Birthday - March 31st 8. Day after Thanksgiving
4. Memorial Day - Last Monday in May 9. Christmas Eve Day - December 24th
5. Independence Day - July 4th 10. Christmas Day - December 25th
Also each employee permanently assigned to 40 hour/week shall be credited with four (4) floating holidays at the start of each fiscal year and pro-rated according to date of hire for new employees.
1. Presidents’ Day - 3rd Monday in February
2. Juneteenth – June 19th
3. Columbus Day - 2nd Monday in October
4. Veterans’ Day - November 11th
Section 2 Appointed and Religious Holidays
With Council approval, every day appointed by the President of the United States or by the Governor of California for a Public fast, thanksgiving or holiday, with the exception of Good Friday, shal l be honored as an additional Holiday. Employees may request time off to attend religious or other religious activities on Good Friday or on other recognized religious holidays during the year; such time off shall be charged to the employees' annually accumulated leave or compensating time off. If the employee has no accumulated annual leave or compensating time off, such time off shall be without pay.
Section 3 Holidays Occurring On Normal Work Day, During Sick Leave or Annual Leave or On a Weekend - 40 Hour/Week Assignment
In the event an employee is required to work on a holiday, which holiday falls on the employee's regular day off, hourly compensation shall be based on the overtime rate. If a holiday falls on the employee's regular day off and the e mployee is not required to work such employee shall be granted equivalent compensatory time off as approved by the department head.
9 NCFFA Agreement July 1, 2025–June 30, 2028
13011003.7 NA040-035
When an employee is absent on annual leave, sick leave or compensating time off, a holiday immediately preceding, immediately following or wholly within such leave period shall be recorded as holiday and not as a day of leave.
If a holiday falls on Saturday, the preceding Friday will be observed as a holiday. If the holiday falls on Sunday, the next following Monday will be observed as a holiday.
Section 4 Fire Suppression Holiday Work Schedule
The normal workday on holidays for employees assigned to Suppression (56-hour week) shall consist of daily morning routine, answering emergency calls and the performance of assigned supervisory duties. For purposes of this section, the following days shall be modified workdays:
1. New Year's Day – January 1st
2. Memorial Day – 4th Monday in May
3. Easter Sunday
4. Juneteenth – June 19th
5. Independence Day – July 4th
6. Labor Day – 1st Monday in September
7. Thanksgiving Day – 4th Thursday in November
8. Christmas Day – December 25th
The Fire Chief shall designate that the holiday work schedule be followed on days appointed by the President of the United States or by the Governor of Californi a for a public fast, thanksgiving or holiday and approved by Council.
The provisions of the other sections of this article do not apply to observance of the Fire Suppression holiday work schedule.
Section 5
In lieu of holiday time off, represented employees shall receive 11.1 hours of base salary for each 28 day work period.
Section 6
Forty (40) hour employees on a 40 hour schedule shall accrue vacation as per Article 7 of the MOU.
Employees working a 9/80 schedule are entitled to one (1) additional hour of vacation to be utilized and reported on each holiday taken.
Employees working a 4/10 schedule are entitled to two (2) additional hours of vacation to be utilized and reported on each holiday taken.
10 NCFFA Agreement July 1, 2025–June 30, 2028
13011003.7 NA040-035
ARTICLE 6 – LEAVE ELIGIBILITY AND PROCEDURE
Section 1 Leave Categories
Eligible employees shall be entitled to holidays and annual vacation, and shall be allowed sick, injury, emergency and Family Care Leave of absences as provided in this MOU. (See Article 9)
Section 2 Request for Leave
All requests for leaves of absence, whether with or without pay, shall be submitted in advance and consistent with current Department policy and practice, and, except as provided in the case of Compulsory Leave, Court Leave and Special Meetings, must meet the approval of the appointing authority.
Section 3 Leave Approval
Except in the case of sick, emergency or military leave, the time during which any leave of absence shall be taken by an employee shall be designated by the appointing authority, and the request for such leave, shall be entered into Telestaff.
Section 4 Leave of Absence - Commencement and Termination
Each leave of absence shall be granted for a specific period of time and a specific cause, and if such cause shall cease to exist prior to the expiration of the period for which the leave is granted, such leave shall thereafter be invalid.
Section 5 Leave of Absence - Failure to Report
Leaves of absence shall be indicated on the Telestaff roster and submitted to the Director of Finance for checking and certification. Failure of an employee to report at the expiration of leave shall separate the employee from City service and shall be considered, in effect a resignation; provided, however, an appointing authority may cancel such s eparation if circumstances warrant such cancellation (as determined by the appointing authority).
Section 6
Leaves of absence must contain a time for termination of the leave and the reason for granting the leave. A copy of a written order granting a leave of absence must be filed with the appointing authority and the Personnel Department. No post-dated leave of any kind may be granted to any employee in the classified service.
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13011003.7 NA040-035
ARTICLE 7 – ANNUAL VACATION LEAVE
Section 1
All employees shall be entitled to annual vacation leave with pay.
Section 2 Accrual Rates
All personnel shall be governed by the following vacation accrual rates per pay periods of service:
Pay Cycles
Fire Suppression
Personnel
40-Hour Assignment
TEMPORARY
40-Hour Assignment
PERMANENT
0 - 130 pay cycles 5.54 hrs. p/pay cycle 3.96 hrs. p/pay cycle 3.08 hrs. p/pay cycle 131 - 390 pay cycles 7.39 hrs. p/ pay cycle 5.28 hrs. p/pay cycle 4.62 hrs. p/pay cycle 390+ pay cycles 9.24 hrs. p/ pay cycle 6.6 hrs. p/pay cycle 6.15 hrs. p/pay cycle
Section 3 Vacation Usage
Vacation schedules shall be arranged by the department head with particular regard to the needs of the City, and as far as possible, with the wishes of the employee.
1. Vacation authorized by the department director or designee shall not be deemed payable until the employee's eligibility is verified by the Finance Department.
2. Each employee may use any accrued vacation in accordance with the Department’s Standard Operating Procedures Manual.
3. An eligible employee may take earned vacation in any increment of four (4) hours or more with the approval of the department head or his/her designee.
Section 4 Maximum Vacation Accumulation
An eligible employee may accumulate vacation to a maximum of 3.0 tim es an employee’s annual accrual.
Vacation accrual will discontinue upon reaching the maximum until the employee reduces vacation accumulation. The maximum allowable accruals are as follows:
432 hours for all 56-hour safety employees with less than five (5) year’s service. 309 hours for permanent 40-hour safety employees with less than five (5) year’s service.
576 hours for all 56-hour safety employees with five (5) to fifteen (15) year’s service. 412 hours for permanent 40-hour safety employees with five (5) to fifteen (15) year’s service.
721 hours for all 56-hour safety employees with fifteen (15) plus year’s service. 515 hours for permanent 40-hour safety employees with fifteen (15) plus year’s service.
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13011003.7 NA040-035
Section 5 Vacation Selection and Coverage
Vacation selection and coverage shall be as provided in accordance with current Departmental Policy 206 as written and effective July 1, 2015.
Section 6 Terminal Vacation Leave
Upon termination of employment, an eligible employee shall elect to e ither receive as a contribution to the International Association of Firefighters Medical Expense Reimbursement Trust (IAFF MERP)(Article 33) or to the employee’s deferred compensation account (Article 30), and shall receive that transfer to the IAFF MERP or deferred compensation account, on a pre -tax basis, the value of the employee’s accrued vacation leave hours calculated at the employee’s annual average rate of base hourly rate. Employees shall not have the option to receive, or any other right to, cash payment for their accrued vacation at time of separation from employment. If an employee fails to notify the City’s Finance Department of the employee’s election of either the IAFF MERP or the employee’s deferred compensation account, the employee’s term inal vacation leave shall be contributed/transferred to the IAFF MERP.
Section 7
An employee shall have the right once each calendar year prior to November 15th, to request in writing to the Finance Department to have a designated number of the employee’s accrued vacation leave hours transferred/contributed on a pre -tax basis to the IAFF MERP (Article 33) or the employee’s deferred compensation account (Article 30). Employees shall not have the option to receive, or any other right to, cash payment for their accrued vacation during employment under this Section.
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ARTICLE 8 – MILITARY LEAVE
In addition to the leaves of absence provided in this Article, City officers or employees who are also members of the armed services or militia or organized reserves of this State or National shall be entitled to the leaves of absence and the employment rights and privileges provided by the Military and Veterans' Code of the State of California.
1. The term "military service" as used herein shall signify service on active duty with any branch of service above mentioned, as well as training or education under the supervision of the United States preliminary to induction into the military service.
2. The terms "active service" or "active duty" shall include the period during which such officer or employee while in military service is absent from duty on account of sickness, wounds, leave or other lawful cause.
3. No employee serving under a permanent appointment in the Classified Service shall be subjected by any person directly or indirectly by reason of their absence on military leave to any loss or diminution of vacation, holiday, insurance, pension, retirement or other privilege or benefit now offered or conferred by law, or be prejudiced by reason of such leave with reference to promotion, continuance in office or employment, re-appointment or re- employment.
4. When military leave is granted to an employee in the Classified Service pursuant to this section, the position held by such employee shall be filled temporarily only during the employee's absence, except in the event of the employee's death while on leave, and said employee shall be entitled to be restored to such position, or to a position of like seniority, status and pay, upon return from such leave, provided the employee is still mentally and physically qualified to perform the dut ies of such position, and provided said employee makes application for re - employment within ninety (90) days after being relieved from such military service.
5. During absence on military leave, any employee in the Classified Service who has been employed continuously by the City for a period of not less than one (1) year prior to the date upon which such absence begins, shall receive their regular salary for a period not to exceed thirty (30) calendar days in any one fiscal year.
All services of said employee in the recognized military service shall be counted as employment with the City.
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ARTICLE 9 – FAMILY CARE LEAVE
Refer to Citywide Council Policy on Family Leave Policy.
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ARTICLE 10 – COURT LEAVE
An employee who is required by subpoena or court order to serve as a juror, or as a witness who is not a party to a court action, shall be granted leave for such purpose upon presentation of proof of said employee's required attendance to the appointing authority and the Personnel Director. The employee shall receive full pay for the time served on court duty during scheduled working hours, provided the money received as a juror or witness on regular duty days is deposited with the Finance Department for credit to the proper fund. Employees shall be reimbursed for witness fees for all incidental expenses incurred, including parking, pursuant to such appearance while on regular duty days. It is the employee's responsibility to notify the department operations officer no later than the beginning of the next work shift that he has received a summons for jury duty or subpoena.
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ARTICLE 11 – SICK LEAVE WITH PAY
The intent of this Article is to provide a continuity of full salary to those employees who are unable, because of illness or injury, to perform the duties of their positions or who would expose fellow workers or the public to contagious disease and are thereby forced to be absent from employment, and to provide necessary time off from work for unexp ected medical and dental care, subject administrative regulations designed to prevent malingering or abuse of these privileges.
Section 1 Sick Leave Definition
Sick leave is the necessary absence from duty of an employee because of:
A. Diagnosis, care, or treatment of the employee’s existing health condition or preventive care for an employee; or
B. The serious disability of the employee while on a scheduled vacation.
C. The absence of an employee for authorized medical or dental care.
D. Diagnosis, care, or trea tment of an existing health condition of, or preventive care for an employee’s family member. For the purposes of using sick leave under this policy only, “family member” shall mean an employee’s parent, child, spouse, registered domestic partner, parent-in-law, sibling, grandchild or grandparent. The care of a family member meeting the requirements of Federal Family Medical Leave Act or California Family Rights Act.
E. The death of an immediate family member.
In addition, an employee who is a victim of dome stic violence, sexual assault, or stalking may use accrued paid sick leave under this policy for the following reasons:
1. To obtain or attempt to obtain any relief, including, but not limited to, a temporary restraining order, restraining order, or other injunctive relief, to help ensure the health, safety, or welfare of the victim or the victim’s child;
2. To seek medical attention for injuries caused by domestic violence, sexual assault, or stalking;
3. To obtain services from a domestic violence shelter, program, or rape crisis center;
4. To obtain psychological counseling related to an experience of domestic violence, sexual assault, or stalking;
5. To participate in safety planning and take other actions to increase safety from future domestic violence, sexual assault, or stalking, including temporary or permanent relocation.
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Section 2 Sick Leave Earning and Accumulation
1. 56-hour Fire Suppression personnel of the Fire Department shall earn 5.54 hours of sick leave for each full pay cycle of employment. Permanent 40-hour employees shall earn 3.69 hours of sick leave per pay cycle.
2. Accumulated Sick Leave : Each permanent or probationary 56 -hour employee covered by this Memorandum shall be eligible to accumulate sick leave up to a maximum of 1,200 hours, (herein called "accumulative sick leave"). Sick leave accrual will be credited on the last day of each pay period up to the 1,200-hour maximum limitation. Permanent 40-hour employees may accumulate up to 857 hours.
3. Upon reaching the maximum accumulated sick leave (1,200 hours), accrual will discontinue and will resume only after the employee's balance falls below 1,200 hours. Accrual will resume on the last day of the pay period in which the employee's balance falls below the 1,200 -hour level. Said accrual will occur at the established rate as defined in paragraph (1) above.
Section 3 Sick Leave Usage
Employees using sick leave pursuant to this Article for non-work related illness or injury which has a sixty (60) consecutive day duration shall, upon the sixty-first (61st) consecutive day of illness, utilize provisions of Article 20 herein, Long Term Disability Insurance.
Section 4 Limitation on Time Chargeable to Sick Leave
1. No person shall be entitled to sick leave with pay while absent from dut y on account of any of the following causes:
a) Disability arising from any sickness or injury purposely self-inflicted or caused by any willful misconduct.
b) Sickness or disability sustained while on leave of absence other than his/her regular vacation.
c) No paid sick leave shall be granted in excess of the employee's sick leave credit.
d) An employee may be granted sick leave with pay only for injury, illness or exposure to contagious disease that incapacitates the employee for work.
2. Absence that is chargeable to sick leave in accordance with this shall be charged in an amount not smaller than one (1) hour for the first hour of absence; thereafter, in increments of not less than fifteen (15) minutes.
Section 5 Sick Leave Compensation
1. In order to receive compensation while on sick leave, the employee must follow applicable Department staffing procedures.
2. Notification shall be made prior to or not later than the beginning of the work day/shift in the employee's respective department.
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Section 5 Sick Leave Compensation (continued)
3. The department head may waive the above requirements if, in their opinion, an emergency or other exceptional circumstances so warrants.
4. Computation of sick leave shall not include regular days off or holidays, provided these are not in conflict with the established schedule within each department.
Section 6 Physician's Statement Required
1. Once an employee has used their statutory sick leave (5 workdays based on their normally scheduled shift) in a calendar year, when a subsequent absence is for more than three (3) consecutive working days, the department head may require the employee to furnish a certificate or statement from a regular licensed and practicing physician, at the employee's own expense, whose license will be honored by the County Health Officer, indicating the duration of the employee's incapacity, or other adequate evidence if the employee was not examined by a physician.
2. Sick leave with pay shall be authorized by the department head subject to verification of the employee's eligibility by the Personnel Director.
3. Once an employee uses their statutory sick leave (5 work days based on their normally scheduled shift) in a calendar year, when a subsequent absence is for more than five (5) working days in a two (2) week period or there is in the judgment of the department head a questionable usage of sick leave over a number of pay periods, the department head may require the employee to submit to an examination at City expense by a physician designated or approved by the City Manager. The department head shall be entitled to a written report from the examining physician indicating the specific nature and duration of the employee's illness or incapacity.
Section 7 Separation from City Service
All eligibility from sick leave with pay shall be canceled upon separation of the employee from City service, provided that if such separation is by lay-off, their accumulated eligibility may be restored to him in whole or in part by the Civil Service Commission upon re-employment.
Section 8 Illness during Vacation
An employee who becomes incapacitated due to illness or injury while on paid vacation may substitute sick leave credits for vacation provided the employee's request for sick leave substitution is accompanied by a doctor's statement.
Section 9 Holidays during Sick Leave
For 40-hour permanently and temporarily assigned employees, paid fixed holidays immediately preceding, immediately following or wholly within the period for which sick leave is granted shall not be regarded as part of such period of sick leave.
Section 10 Sick Leave Reporting for Payroll Purposes
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Reports of absences of employees must be made to the City Manager at the same time the department head files their payroll report. The department head who fails to report the absence of an employee from duty and thus enables the employee to receive pay in excess of the amount to which he is legally entitled shall be held liable for the amount illegally paid.
Section 11 Evidence of Cause of Absence
In all cases of absence because of sickness or injury of the employee or illness or death in the employee's family, the employee may be required to furnish to the appointing authority satisfactory evidence substantiating the facts justifying such leave. F ailure to furnish such evidence upon request shall be sufficient reason for denying the leave of absence with pay.
Section 12 Sick Leave Incentive Pay
(A) 56 Hour Work Week – A sworn member of the Fire Department working a twenty -four (24) hour shift schedule that uses forty -eight (48) hours of sick leave or fewer in any fiscal year may elect to either receive as a transfer/contribution to the Southern California Firefighters Benefit Trust’s Post - Retirement Medical Trust ( IAFF MERP ) (Article 33) or th e employee’s deferred compensation account (Article 30) on a pre -tax basis fifty percent (50%) of the employee’s remaining annual sick leave accrual at the annual base salary. Remaining annual sick leave not contributed/transferred to the IAFF MERP or the employee’s deferred compensation account shall be carried over and accumulated for use when needed. Employees shall have no right to cash payments at any time under the sick leave incentive program.
Sick leave incentive program transfers/contributions shall be computed based on the following schedule and all computations shall be rounded to the nearest whole hour:
Remaining Annual Sick Leave Accrual
at End of Fiscal Year
Hours that may be contributed/transferred to
IAFF MERP or Deferred Compensation at
annual base salary
56 HOUR WORK WEEK 56 HOUR WORK WEEK
144 Hours 72 Hours
132 Hours 66 Hours
120 Hours 60 Hours
108 Hours 54 Hours
96 Hours 48 Hours
Fewer than 96 Hours No Payoff
(B) 40 Hour Work Week - Sworn members of the Fire Department working other than a twenty-four (24) hour shift schedule earn sick leave at the rate of 3.69 hours per full pay period of service. An employee in this work assignment that uses, thirty -two (32) hours of sick leave or fewer, during the fiscal year, may elect to either receive as a transfer/contribution to the IAFF MERP (Article 33) or the employee’s deferred compensation account (Article 30) on a pre -tax basis fifty percent (50%) of the employee’s remaining annual sick leave accrual at t he employee’s annual base salary. Remaining yearly sick leave not converted/transferred to the IAFF MERP or the employee’s deferred compensation account shall be carried over and accumulated for use when needed. Employees shall have no right to cash payments under the sick leave incentive program.
Sick leave incentive program transfers/contribution shall be computed based on the following schedule, and all computations shall be rounded to the nearest whole hour:
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Remaining Annual Sick Leave Accrual
at End of Fiscal Year
Hours that may be contributed/transferred to
IAFF MERP or Deferred
Compensation
at annual base salary
40 HOUR WORK WEEK 40 HOUR WORK WEEK
96 Hours 48 Hours
88 Hours 44 Hours
80 Hours 40 Hours
72 Hours 36 Hours
64 Hours 32 Hours
Fewer than 64 Hours No Payoff
Section 12 Sick Leave Incentive Pay (continued)
(C) Except as provided in (D) below, sick leave hours contributed/transferred to the IAFF MERP or deferred compensation under this Section shall be subtracted from the employee’s sick leave balance.
(D) An employee who has the maximum accumulation of sick leave at the beginning of the previous fiscal year (July 1st) and who used no sick leave during the year, shall not have the amount of sick leave for which compensation is contributed/transferred to the IAFF MERP or deferred compensation under the sick leave incentive program deducted from the employee’s sick leave balance and shall remain at the maximum accumulation.
(E) The City will process the full sick leave incentive contribution/transfer to the IAFF MERP or deferred compensation account at the time of the first full pay period in August. The amount of the contribution/transfer will be computed based on the employee's salary step on June 30 of the preceding fiscal year.
(F) Contributions/transfers to the IAFF MERP or deferred compensation under this sick leave incentive program will be made to an employee hired during the fiscal year on a prorated basis provided the employee is on the payroll June 30. A permanent employees who terminates or retires during the fiscal year will receive the contribution/transfer to the IAFF MERP or deferred compensation on a prorated basis based on the employee’s official separation date. If the employee fails to notify the City’s Finance Department of the employee’s election of e ither the IAFF MERP or the employee’s deferred compensation account, the permanent employee’s sick leave under this sick leave incentive program shall be contributed/transferred to the IAFF MERP.
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ARTICLE 12 – COMPENSATION PLAN
Section 1 Salary Advancement
The Compensation Plan of the City of National City has the following Characteristics:
1. The salary range for all classifications consist of six (6) steps each ("A" through "F").
2. The increase from one step to the next step on each range is as indicated in the Salary Schedule.
Salary advancement for each employee shall not be automatic, but shall depend upon the increased value of an employee to the City, as reflected by the recommendations of the employee's supervisor and department head, and all other pertinent evidence. The success of the Compensation Plan depends upon incentives that will encourage employees to put forth increasing efforts as they advance through the salary steps of the salary range.
Section 2 Salary Steps
The steps of the range shall be interpreted and applied as follows: the second, third, fourth, fifth and sixth salary steps are merit and seniority adjustments to encourage an employee to continue to improve their work:
(A) The first base salary step (as shown in the schedule for base salary) is the minimum rate and will normally be the hiring rate. Appointment may be made to other than the normal entering salary step upon the recommendation of the department head and upon the approval of the City Manager, when it is decided that such action is in the best interests of the City.
(B) The second salary step: When 13 full pay cycles are completed after hire into a permanent position, the employee is eligible for consideration for this salary advancement. This salary advancement shall be made only after a satisfactory performance evaluation and the Fire Chief recommends the advancement subject to approval by the City Manager.
(C) The third salary step: When 13 full pay cycles are completed at the 2 nd step in a permanent position, the employee is eligible for consideration for this salary advancement. This salary advancement shall be made only after a satisfactory performance evaluation and the Fire Chief recommends the advancement subject to approval by the City Manager.
(D) The fourth salary step: When 13 full pay cycles are completed at the 3 rd step in a permanent position, the employee is eligible for consideration for this salary advancement. This salary advancement shall be made only after a satisfactory performance evaluation and the Fire Chief recommends the advancement subject to approval by the City Manager.
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(E) The fifth salary step: Twenty -six (26) full pay cycles of satisfactory service at the fourth step normally shall make an employee eligible for consi deration of this advancement. This salary advancement shall be made only after satisfactory performance evaluation and if recommended by the department head subject to approval by the City Manager.
(F) The sixth salary step: Twenty -six (26) full pay cycles of satisfactory service at the f ifth step normally shall make an employee eligible for consideration of this advancement. This salary advancement shall be made only after satisfactory performance evaluation and if recommended by the department head subject to approval by the City Manager.
All rates shown, and conditions set forth herein, are in full payment for service rendered and are intended to cover full payment for the number of hours now regularly worked in each class. Each promotion shall carry with it advancement to the promotional step that is equal to but not less than 5% above the employee’s current base rate of pay. Promotions may be made at a higher step with the concurrence of the department director, the City Manager and the Human Resources Director.
The provisions of this Article are based upon the schedules adopted by the City Council.
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ARTICLE 13 – “Y” RATE
Step "Y" of the salary range for any class is hereby defined as any rate of pay in excess of Step "F" of the range for the class. An employee shall be paid at Step "Y" solely under one of the following two (2) conditions:
1. Upon the reduction of the maximum salary rate for a class, an employee having other than provisional status who immediately prior to such time was p aid at a higher rate for such class than the new maximum rate shall, in the absence of any contrary orders by the City Council for economy reasons, continue to be paid at the former rate.
2. Any employee who is reclassified from a class in which said employee has acquired permanent status to a class with a lower maximum rate of pay may, at the discretion of the City Manager, continue to receive the same rate of pay or may have said salary reduced.
In the event of an increase in the salary rate applicable to a class, regardless of the method by which such increase is accomplished, any employee who immediately prior thereto has been paid at Step "Y' shall receive no increase unless the increased salary for employees at Step "F" for the class exceeds the salary already being paid to said employee in which case the employee shall be paid at Step "F".
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ARTICLE 14 – FORTY-HOUR ASSIGNMENT PAY
Those employees classified as:
1. Firefighter (excluding new trainees in the fire academy); or
2. Fire Engineer; or
3. Fire Captain; or
4. Battalion Chief
And temporarily assigned to a forty (40) hour assignment, shall receive a ten percent (10%) pay differential for the duration of said assignment. The assignment pay is intended for Fire Department mission -related objectives and assignments; not to compensate light duty personnel for the loss of overtime pay. Employees in a modified duty status due to a work related injury may continue to work a 24 -hour shift schedule and thus not receive 40-hour assignment differential pay if the Department concludes, in its discretion, the Department can accommodate the work restriction with the employee working a shift schedule.
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ARTICLE 15 – REVISION OF THE COMPENSATION PLAN
In the absence of any contrary orders by the City Council for reasons of economy, the following method shall be observed in determining the step at which each employee shall be paid beginning the effective date of a change of the maximum salary for said employees' class or position:
1. If the maximum salary is raised, the step at which the employee will be paid shall not be affected thereby.
2. If the maximum salary is lowered, the employee should be paid at the rate in the new range, which is the same as the rate to which he was paid in the former range. If the maximum rate of the new range is lower than the employee's salary in the former range the employee may, pursuant to Article 14, be paid at the "Y' rate.
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ARTICLE 16 – OVERTIME
1. The smallest unit of time credited as overtime shall be one-quarter hour.
2. Overtime worked that is less than one-quarter hour shall be rounded-off to the nearest quarter hour each pay period.
3. The City of National City has elected a 28-day work period for fire suppression employees under the 7K exemptions contained in the Fair Labor Standards Act to coincide with the City’s regular pay periods.
Effective with the first pay period after ratification and approval of this MOU by the City Council, time worked outsi de of an employee’s regularly scheduled shift shall be compensated at an employee’s overtime rate. Authorized paid leave (including but not limited to vacation leave, administrative, compensatory leave and sick leave) will be counted as time worked for purposes of calculating overtime.
4. Employees may be credited with compensating time for overtime worked, upon prior request of the employee and approval of the Fire Chief, up to a maximum of 480 hours. Time off shall be requested and must be approved at least seven (7) days prior to the requested date of absence.
5. An employee may use compensating time in advance of accruing it with the Fire Chief's approval, providing that any negative balance is owed to the City at separation or retirement.
6. The City may not force use of compensatory time off or vacation in order to avoid overtime payment.
7. The maximum consecutive hours worked by any employee shall be based on the follow criteria:
a) Strike team – as needed
b) For unplanned absences such as sick leave, 4850 and unexpected vacancies, time worked shall not exceed 96 hours consecutive except with prior approval of the Chief of the department
c) For known or planned absences such as shift exchanges or vacation relief, time worked shall not exceed more than 96 hours except with prior approval of the Chief of the department.
Authorization shall be received prior to working a greater than 96 hours consecutive period by the Chief of the Department or by his/her designee. The City and the FFA recognize that safety is of the utmost importance and mutually agree to put safety first, but also understand that staffing shortages may require forced holdovers in certain circumstances. Force holdovers shall not force represented employees to work beyond 72 hours except in extreme staffing shortages (i.e. strike teams, natural disasters, etc.)
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ARTICLE 17 – LONGEVITY PAY
In addition to other compensation paid for the services of employees, longevity pay for continuous and uninterrupted service shall be applied as f ollows: continued at same level for those employees receiving longevity pay as of June 30, 1984. No employees not receiving longevity pay as of that date will be eligible to receive it in the future; no employee currently receiving it will be eligible for increase in longevity pay.
Current levels of longevity pay are:
(a) After five (5) years of continuous and uninterrupted service the sum of $10.00 per month;
(b) After ten (10) years of continuous and uninterrupted service the sum payment of $15.00 per month;
(c) After fifteen (15) years of continuous and uninterrupted service the sum payment of $20.00 per month;
(d) After twenty (20) years of continuous and uninterrupted service the sum payment of $25.00 per month;
(e) After twenty-five (25) years of continuous and uninterrupted service the sum payment $30.00 per month, which shall be the maximum payable.
Vacations, sick leave, military leave and absence authorized by the Fire Chief of National City shall not be considered as interruption of service.
In the event an officer or employee ceases to be employed by National City for a reason other than military service or lay-off, all rights to longevity pay shall be forfeited and expire, and if said officer or employee is subsequently re-employed by the City, said employee or officer shall not be entitled to any longevity pay by reason of any prior employment.
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ARTICLE 18 – EMPLOYEE AND DEPENDENT HEALTH & DENTAL INSURANCE
Section 1
As a benefit to full -time employees covered by this Memorandum of Understanding, the City will provide a group health insurance and a group dental insurance program. The benefits and limitations of the programs are to be designed cooperatively by the Employees' Association, the Insurance Carriers and the City. The Association and City agree to select and implement health insurance programs that meet the requirements of the Health Maintenance Act of 1973.
In the event the cost of insurances selected by the employee exceeds the contribution by the City, the employee must pay the excess amount.
Section 2 Cash Back and Cash-in-Lieu
An employee must select coverage for health and dental insurance to be eligible for cash -in-lieu. If coverage selected costs less than the contribution by the City, the difference shall be paid to the employee in the form of money to a maximum of $100/month. Employees may opt out of the City’s health plan. An employee will receive an opt out payment of $200 per month if the employee files an attestation that the employee and all the members of the employee’s tax family are enrolled in another group health insurance plan which provides minimum essential coverage and will have such coverage for the entire opt out period. To be eligible, group coverage cannot be obtained through the individual market (whether or not obtained through Covered California) and mu st be obtained from a previous employer, spouse, registered domestic partner, parent, or due to military/veteran status. An employee must provide such attestation upon hire and/or during open enrollment each plan year.
Section 3 Medical & Dental Benefits
As of February 1, 2025, the City contributes the following amounts for health and dental benefits:
CITY’S CONTRIBUTION IF ELECT THE KAISER HIGH DEDUCTIBLE HEALTH PLAN (Kaiser HDHP)
Employee Only $703.15/month
Employee +1 $1,128.05/month
Employee +2 or more $1,541.60/month
CITY’S CONTRIBUTION FOR ALL PLANS OTHER THAN KAISER HIGH DEDUCTIBLE HEALTH PLAN (Kaiser HDHP):
Employee Only $730.51/month
Employee +1 $1,182.83/month
Employee +2 or more $1,619.09/month
Effective the first full pay period following City Council adoption of this 2018 -2020 MOU, the City will contribute the same amount regardless of what health plan an employee chooses equal to the amounts contributed to the non -high deductible plans. Also, effective the first full pay period following City Council
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adoption of this 2018 -2020 MOU, the City will contribute $50 per month more than the City would be otherwise obligated to contribute under the cost sharing methodology described in the next paragraph. Effective the first full pay period in July 2019, the City will contribute an additional/further $50/month.
Each health plan year (currently February through the following January), the City’s new contribution obligation shall be the City’s monthly contribution amounts from the prior he alth plan year plus 50% of any increase in the applicable Kaiser health plan rate and least costly dental rate.
During the term of this MOU, in the event that HealthNet withdraws or is eliminated as an insurer for the City under this provision and/or sign ificant changes to coverage occur, immediately upon receipt of said notice and/or at its earliest opportunity, the City shall meet and confer with the Association on the issue of insurance benefits to adjust for such withdrawal/elimination of HealthNet. Op tions within this meet and confer to deal with the withdrawal/elimination of HealthNet include, but are not limited to, selection of an alternate insurance provider, increases in City contributions towards health care, opt out options for employees with pr oof of alternate insurance together with an opt out contribution, etc.
Section 4 Retiree Health Benefit
Employees covered by this MOU, who were hired prior to July 1, 2025 and who retire from the City of National City prior to December 31, 2026 with at least 20 full years of service with the National City Fire Department, shall receive a monthly contribution towards their medical premium as follows:
a. For employees who retire after July 1, 2002 and before July 1, 2011: $5/month for each year of service with National City Fire Department.
b. For employees who retire on or between July 1, 2011 and June 30, 2014: $10/month for each year of service with National City Fire Department.
c. For employees who retire on or after July 1, 2014: $20/month for each year of service with National City Fire Department.
This contribution shall continue until reaching age 65. A qualifying retiree may receive these contributions even if not enrolled in a City health plan, so long as the retiree annually provides the City with wri tten proof (e.g. a copy of health insurance invoice and payment) that the retiree is using the contributions to pay for health premiums and understands that the retiree is solely responsible for any taxes that might be due as a result of the City’s contributions.
Terminal vacation pay and/or sick leave payment upon retirement or PERS adding unused sick leave accruals toward retirement credit shall not be included in the calculation of 20 full years of service. If the City increases this benefit for the Police Officers’ Association, that increase shall also apply to the Firefighters’ Association, but not to former members of the FFA already retired at the time the increase is made, unless the increase for the POA applies to its former members already retired at the time the increase is implemented.
Retirees eligible for this benefit are responsible for paying the Health Insurance Premium and the City will forward this benefit amount on a monthly basis directly to the Retiree. This benefit will be canceled upon non- payment of premium or otherwise becoming ineligible. The Retiree is also responsible for notification to the City of address change and health coverage from another source.
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ARTICLE 19 – EMPLOYEE LIFE INSURANCE
As a benefit to full-time employees covered by this Memorandum of Understanding, the City will provide a group life insurance program. The benefits and limitations of the Life Insurance Program are to be designed cooperatively by the Employees' Association, Insurance Carr ier and the City. The City will provide $50,000 Life Insurance with Accidental Death and Dismemberment as a City paid benefit. In the event the cost of providing Employee Life Insurance exceeds the established City contribution, employee must pay the exces s amount.
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ARTICLE 20 – LONG TERM DISABILITY INSURANCE
It is the intent of this article to provide an income protection plan to firefighter employees who are unable to work because of non-work related injury, illness or disability.
(A) The Firefighters' Association, at its option, may change insurance carriers and/or plan benefits for its group Long Term Disability (LTD) Program no more than once in any twelve (12) month period upon proper notice to the City's Labor Relations Representative.
(B) The City shall pay $33.90 per month to each represented firefighter employee in the form of a taxable pay type and shall deduct the monthly premium and pay the insurance carrier directly. Any excess of City contribution over the premium cost shall be available to the employee as cash-in-lieu.
(C) The City shall continue to make health, dental and life insurance contributions to represented employees in accordance with Article 18 and 19 of this MOU for the duration of the disability or twelve (12) consecutive months whichever is less, unless this benefit is extended by the Fire Chief and the City Manager.
(D) The disabled employee shall use accumulated sick leave during the waiting period for the benefit to be effective and thereafter on leave without pay status. The City shall be notified as to the effective date of benefit by the responsible party.
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ARTICLE 21 – PUBLIC EMPLOYEES’ RETIREMENT SYSTEM
This article has been updated as of January, 2016 with the intent of accurately describing the tiered retirement system and the optional retirement benefits available to represented employees. It is not intended to add, delete or otherwise modify benefits previously mutually agreed to by the City and NCFFA.
Section 1 City’s Contract with CalPERS
Consistent with the Government Code of the State of California, employees are local safety members of the Public Employees' Retirement System and are entitled to retirement benefits as indicated in the contract between the Board of Administration of California Public Employees Retirement System (CalPERS) and the City Council and in accordance with the Public Employees’ Retirement Law and related regulations.
Section 2 Retirement Benefits
(A) Tier One: 3.0% at 50 Retirement Plan – Unit Members Hired On or Before July 1, 2011
This subsection A (including subsections) shall apply to bargaining unit members hired on or before July 1, 2011.
1. 3.0% at 50 Retirement Plan
The 3.0% at 50 retirement plan will be available to eligible bargaining unit members covered by subsection A.
2. Required Unit Member Contribution
Each unit member shall pay the full member contribution to CalPERS equal to nine percent (9%) of the compensation paid to the member for service rendered. Effective the first full pay period in July 2018, each unit employee shall contribute 1.0% toward the employer PERS rate for a total of 10.0% overall contributed toward their pensions. Effective the first full pay period in July 2019, each unit employee shall contribute an additional 2.0% for a total of 3.0% toward the employer PERS rate, and a total of 12.0% overall contributed toward their pensions. These payments of the 1% and 2% herein shall be in accordance with California Government Code section 20516 (f). In addition, the payments shall be made on a pre-tax basis pursuant to IRS code section 414 (h) (2).
3. Final Compensation
For the purposes of determining a retirement benefit, final compensation for bargaining unit members covered by subsection A shall mean the highest twelve (12) consecutive month period.
(B) Tier Two: 3.0% at 55 Retirement Plan – Unit Members Hired After July 1, 2011 But Before January 1, 2013, and Classic Members as Determined by CalPERS
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This subsection B (including its subsections) shall apply to bargaining unit members hired after July 1, 2011 but before January 1, 2013. In addition, this subsection B (including its subsections) shall apply to bargaining unit members hired on or after January 1, 2013, who are qualified for pension reciprocity as stated in Governm ent Code Section 7522.02(c) and related CalPERS reciprocity requirements (“Classic Members”).
1. 3.0% at 55 Retirement Plan
The 3.0% at 55 retirement plan will be available to eligible bargaining unit members covered by subsection B.
2. Required Unit Member Contribution
Each unit member shall pay the full member contribution to CalPERS equal to nine percent (9%) of the compensation paid the member for service rendered. Effective the first full pay period in July 2018, each unit employee shall contribute 1.0% toward the employer PERS rate for a total of 10.0% overall contributed toward their pensions. Effective the first full pay period in July 2019, each unit employee shall contribute an additional 2.0% for a total of 3.0% toward the employer PERS rate, and a total of 12.0% overall contributed toward their pensions.
These payments of the 1% and 2% herein shall be in accordance with California Government Code section 20516 (f). In addition, the payments shall be made on a pre-tax basis pursuant to IRS code section 414 (h) (2).
3. Final Compensation
For the purposes of determining a retirement benefit, final compensation for bargaining unit members covered by subsection B shall mean the highest twelve (12) consecutive month period.
(C) Tier Three: 2.7% at 57 Retirement Plan - Unit Members Hired On or After January 1, 2013
This subsection C (including its subsections) shall apply to bargaining unit members who were hired on or after January 1, 2013, and who do not qualify for pension reciprocity as stated in Government Code Section 7522.02(c).
1. 2.7% at 57 Retirement Plan
As required by Government Code Section 7522.25, the 2.7% at 57 retirement plan will be available to eligible bargaining unit members covered by subsection C.
2. Required Unit Member Contribution
As required by Government Code Section 7522.30, bargaining unit members covered by subsection C shall pay, through payroll deductions, fifty percent (50%) of normal costs.
3. Final Compensation
As required by Government Code Section 7522.32, for the purposes o f determining a retirement benefit, final compensation for bargaining unit members covered by subsection C shall mean the highest annual average pensionable compensation earned during thirty-six (36) consecutive months of service.
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Section 3 Optional Retirement Benefits
The City shall provide bargaining unit members with those optional benefits which it has elected to provide in its contract with CalPERS and in accordance with the Public Employees’ Retirement Law.
The list of optional benef its, as provided in the City’s Safety Plan Annual Valuation Report prepared by CalPERS, and as stated in the City’s contract with CalPERS is provided as an attachment. Some or all of the listed benefits may not be available to Tier Three members.
The above provision is subject to the terms and conditions of the City’s contract with CalPERS, and any applicable local, state or federal law.
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ARTICLE 22 – SALARIES
Section 1 Total Compensation
The City of National City strives whenever fiscally prudent to provide FFA represented personnel with total compensation comparable to the average of the 18 City Fire Departments in the County of San Diego utilizing the methodology described below.
Total compensation surveys for bargaining unit members shall be performed according to the following criteria:
(A) Benchmark classifications for the total compensation survey shall be: Firefighter; Engineer; Captain; and Battalion Chief.
(B) Agencies to be surveyed for determining total compensation shall be: Carlsbad; Chula Vista; Coronado; Del Mar; El Cajon; Encinitas; Escondido; Imperial Beach; La Mesa; Lemon Grove; National City; Oceanside; Poway; San Diego; San Marcos; Santee; Solana Beach; and Vista.
(C) Compensation items to be surveyed and included for each classification shall be: Employee Salary (top step); Medical contributions; Uniform Pay; Retirement contribution (EPMC paid by employer); Education Incentive; Paramedic Pay (for Firefighter classification only); and EMT Pay (for the Fire Captain, Engineer, and Battalion Chief classifications only).
Prior to the next MOU negotiations the City will at its own expense conduct and complete a total compensation survey of all bargaining unit classifications, according to the criteria for conducting total compensation surveys stated in Section 1, above. The total compensation survey shall be based on compensation data from comparable agencies in effect by July 31 of the year in which the survey is performed. 1. Comparable agency compensation adjustments approved which are implemented after July 31 of the year in which the survey was performed shall not be considered in the survey. The City will give NCFFA the opportunity to verify the underlying data used in the compensation survey before the survey is finalized.
Section 2 Salary Increases
Effective with the start of the first full pay period in July 2025, the classification of Firefighter shall receive a 2.5% wage increase, the classification of Fire Engineer shall receive a 4.5% wage increase, the classification of Fire Captain shall receive a 4.5% wage increase, the classification of Deputy Fire Marshal shall receive a 4.5% wage increase and the classification of Fire Battalion Chief shall receive a 4.0% wage increase.
All represented employees who have already completed Twenty-six (26) full pay cycles of satisfactory service at the fifth (E) step as of the start of the first full pay period in July 2025 shall advance to the sixth (F) step (5% above E) effective with the start of the first full pay period of July 2025. All other employees at the fifth (E) step 5 shall be eligible to advance to the sixth (F) as described in Article 12, Compensation Plan, Section 2, (F).
Effective with the start of the first full pay period in July 2026, all classifications shall receive a 5.0% wage increase.
Effective with the start of the first full pay period in July 2027, all classifications shall receive a 5.0% wage increase.
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Section 3 Bilingual Pay
Those represented employees who can demonstrate competency in the Spanish or Tagalog languages as verified by the Personnel Department shall receive 2.0% incentive pay to the hourly base salaries. Effective the first full pay period following City Council approval of this 2018-2020 MOU, represented employees who can demonstrate competency in the Spanish or Tagalog languages as verified by the Human Resources Department shall receive 4.0% incentive pay to the hourly base salaries
Section 4 Residency Incentive Pay
Those represented employees who can show actual residency within the City limits of National City shall receive an additional 2% incentive pay to their hourly base salaries for as long as they remain residents of National City.
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ARTICLE 23 – CALL BACK AND STANDBY/ON-CALL
1. All employees covered by the terms of the Agreement who are called back to work from off -duty and arrive at station for duty shall be paid for not less than two (2) hours at one and one-half (1½) times the base salary rate. Immediate call back will receive one (1) additional hour of travel time.
2. Off-duty personnel may be required by the Fire Chief to remain on standby/on -call status and shall receive one-half (.5) hour of base salary for each four (4) hours of required standby time.
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ARTICLE 24 – SHIFT EXCHANGES
The City agrees that employees shall have the right to exchange, subject to prior approval of the Chief or their authorized designee, duty shifts when the changes do not interfere with the operation of the Fire Department.
The Association agrees that shift exchanges shall in no way become subject to overtime pay.
1. The Chief's authorized designee may be one shift Captain from the requesting individual and one shift Captain from the receiving man involved in the shift exchange. The Chief may change their designee at any time.
2. Shift exchanges may be for a minimum of one (1) hour to a maximum of twenty-four (24) hours for any one request.
3. Refer to Article 16 Overtime for consecutive hours worked criteria.
4. Working in excess of twenty-four (24) hours will not be cause for denial.
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ARTICLE 25 – TRAINING
Section 1 Training
EMT Training – The City agrees to provide all training and re-certification for represented employees to maintain County of San Diego EMT certification. EMT training will be provided on City time (during regularly scheduled work hours).
Fire Investigation Training – Up to $500 annually will be provided to employees assigned to Fire Investigation for specialized training in fire investigation that is considered necessary by the Fire Marshal and approved by the Fire Chief.
Section 2
The Educational Expenses Reimbursement Plan is available to employees who w ish to improve their work performance through furthering their education. The plan provides reimbursement for up to $2,500 per employee, per fiscal year with a maximum pool of training funds per fiscal year of $20,000 for FFA represented employees, and is open to all employees who meet the following criteria:
(A) Successful completion of probation.
(B) A proposed course of instruction related to the employee’s employment with the City. The City Manager or their designee has the final authority on determining whether a course is job related.
Request must be submitted in writing on appropriate department form according to established procedures.
(C) The reimbursement may be used to cover the costs of tuition, registration, travel expenses and books.
(D) If a letter grade is given, the course must be passed with a grade of “C” or better. If taken on pass/fail basis, employee must pass course(s) taken. If no grade or pass/fail is given, then reimbursement shall be given upon presentation of successful completion of training.
(E) The employee must show written documentation of the expenditures being claimed for reimbursement.
(F) While the general maximum reimbursement per employee per fiscal year is $2,500 (see above), in the last month of the fiscal year, employees who have completed approved courses exceeding the $2,500 per employee limit shall be eligible for additional reimbursement if the $20,000 for that fiscal year has not all been used. Reimbursement payments beyond $2,500 per employee shall be made in equal amounts to requesting employees, but may not exceed $3,500 per employee for courses completed in that fiscal year.
Reimbursement under this Plan will be made upon completion of the above requirements and paid from the fund for the fiscal year in which the course is paid by the employee.
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ARTICLE 26 – COMPANY-LEVEL STAFFING
Section 1
One Engine Company shall be staffed with a minimum of four (4) Personnel in the following manner: one (1) rated Fire Captain, one (1) rated Fire Engineer and two (2) rated Firefighters. Other Engine Companies shall be staffed with a minimum of three (3) Personnel in the following manner: one (1) Fire Captain, one (1) rated Fire Engineer and one (1) rated Firefighter. Engine companies shall be staffed to perform engine company operations. Each Company shall be staffed as a Paramedic Assessment Company in compliance with Article 29, Section 1.
Section 2
Each Truck Company shall be staffed with a minimum of four (4) Personnel in the following manner: one (1) rated Fire Captain, one (1) rated Fire Engineer and two (2) rated Firefighters. The Truck Company shall be staffed to perform truck company operations. Each Company shall be staffed as a Paramedic Assessment Company in compliance with Article 29, Section 1.
Section 3
Each Squad Company shall be staffed with a minimum of two (2) Personnel in the following manner: one (1) rated Fire Captain, one (1) rated Firefighter. Each Company shall be staffed as a Paramedic Assessment Company in compliance with Article 29, Section 1.
Section 4
The City shall be obligated to staff each company with rated personnel at all times. Circumstances in which non-rated personnel are used shall be governed by Article 4, Out -of-Class Pay. Inability to provide rated personnel may be permitted in circumstances out of the Department’s control, such as sick leave, special leave, off the job-incurred injury, or illness, on the job-incurred injury or illness or natural disasters.
Section 5
In the event a Battalion Chief is on vacation, an attempt must be made to fill the vacancy with a rated Battalion Chief. In the event a Captain is on vacation, an attempt must be made to fill the vacancy with a rated Captain.
In the event an Engineer is on vacation, an attempt must be made to fill the vacancy with a rated Engineer.
Section 6
Refer to Overtime article 16 for consecutive hours worked criteria.
Section 7
Minimum daily staffing shall be no less than fourteen (14) personnel comprised of two (2) engine companies, one (1) truck, one (1) Battalion Chief and one (1) two-personnel squad.
Section 8
The City is committed to enhancing service levels and evaluating the impact of constant manning for the betterment of its residents and the NCFFA who serve them. Following completion of CPSM’s study, the City and NCFFA will meet and discuss Fire Department staffing options.
Section 9
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Each Battalion Chief Command Vehicle will be staffed with one (1) rated fire Battalion Chief.
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ARTICLE 27 – MANAGEMENT RIGHTS
Except--and only to the extent --that specific provision of this Agreement expressly provides otherwise, it is hereby mutually agreed that the City has and will continue to retain, regardless of the frequency of exercise, rights to operate and manage its affairs in each and every respect. The rights reserved to the sole discretion of the City shall include, but not be limited to the right:
to determine the mission of its constituent departments, commissions, boards; set standards of service; determine the procedures and standards of selection for employment and promotions; direct its employees; establish and enforce dress standards; determine the methods and means to relieve its employees from duty because of lack of work or other legitimate reasons; maintain the efficiency of governmental op erations; determine the methods, means and personnel by which government operations are to be conducted; determine the content and intent of job classifications; determine methods of financing; determine style and/or types of City -issued wearing apparel, equipment or technology to be used; determine and/or change the facilities, methods technology, means, organizational structure and size and composition of the work force and allocate and assign work by which the City operations are to be conducted; determine and change the number of locations, relocations and types of operations, processes and materials to be used in carrying out all City functions including the right to contract for or subcontract any work or operations of the City; to assign work to and schedule employees in accordance with requirements as determined by the City and to establish and change work schedules and assignments upon reasonable notice; establish and modify productivity and performance programs and standards; suspend, demote, repri mand, withhold salary increases and benefits, or otherwise discipline employees for legal cause; establish reasonable employee performance standards including, but not limited to, quality, and quantity; standards; and to require compliance therewith; take all necessary actions to carry out its mission in emergencies; and exercise control and discretion over its organization and the technology of performing its work.
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ARTICLE 28 – EMPLOYEE GRIEVANCE PROCEDURE
Section 1 Purpose
The purpose and objectives of this Grievance Procedure of the City of National City are:
(A) To promote improved employer -employee relations by establishing grievance procedures on matters within the scope of a Memorandum of Understanding between the City and a recognized employee association for which appeal or hearing is not provided by other regulations.
(B) To assure fair and equitable treatment of all employees and promote harmonious relations among employees, supervisors and management.
(C) To encourage the settlement of disagreements informally at the employee-supervisor level and provide an orderly procedure to handle grievances throughout the several supervisory levels where necessary.
(D) To provide that appeals shall be conducted as informally as possible.
(E) To resolve grievances as quickly as possible and correct, if possible, the cause of grievances, thereby reducing the number of grievances and future similar complaints.
This grievance procedure is applicable to all employees in positions within a bargaining unit represented by an employee association. This procedure does not supersede the grievance or other appeal procedures in the Civil Service Rules of the City.
Section 2 Identification of Participants
For the purpose of this grievance procedure, the following definitions shall apply:
(A) Association: The employee organization recognized by the City to represent employees in the grievant bargaining unit.
(B) City: The City of National City.
(C) City Manager: The City Manager or their designee.
(D) Department: A major organizational unit of the City.
(E) Department Head or Head of a Department: The chief executive officer of a department.
(F) Employee or City Employee: A member of a bargaining unit either at the time of initiation of the grievance of within seven (7) calendar days prior to initiation of the grievance.
(G) Employee Representative: An individual who appears on behalf of the employee.
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(H) Grievance: A complaint of an employee, or a group of employees or the Association on behalf of its membership as a whole, arising out of the application or interpretation of existing provisions of an MOU.
(I) Immediate Supervisor : The individual who normally assigns reviews or directs the work of an employee.
(J) Management: (1) Any employee having significant responsibili ties for formulating and administering City policies and programs, including but not limited to the chief executive officer and department heads; (2), Any employee having authority to exercise independent judgment to hire, transfer, suspend, lay - off, recall, promote, discharge, assign, reward or discipline other employees, or having the responsibility to direct them or to adjust their grievances, or effectively to recommend such action if in connection with the foregoing the exercise of such authority is not of a merely routine or clerical nature, but requires the use of independent judgment.
(K) Memorandum of Understanding (MOU): A written agreement between an employee organization and the City, which is a result of the meet and confer process.
(L) Director of Personnel: The Director of Personnel or their designee.
(M) Second Level Supervisor: The individual to whom an immediate supervisor normally reports.
Section 3 Scope of Grievance Procedure
(A) To be reviewable under this procedure, a grievance must:
1. Concern matters or incidents that have occurred; and
2. Result from an act or omission by management which is alleged to be a violation of a specific provision of a current Memorandum of Understanding; and
3. Arise out of a specific situation, act or acts complained of as being unfair which result in specified inequity or damage to the employee(s).
(B) A grievance is not reviewable under this procedure if either it is a matter which would require the modification of the MOU or a policy established by the City Council or by law. Also, a grievance is not reviewable under this procedure if it is reviewable under some other administrative or Civil Service procedure such as:
1. Applications for changes in title, job classification or salary;
2. Appeals from formal disciplinary proceedings;
3. Appeals arising out of Civil Service examinations;
4. Appeals from work performance evaluations.
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(C) A complaint may not be considered under this procedure if a grievance has been filed on the same matter under the Civil Service Grievance Procedure (Rule IX).
Section 4 Special Provisions of the Grievance Procedure
(A) Procedure for Presentation: In presenting a grievance the employee shall follow the sequence and the procedure outlined in Section 5 of this Procedure.
(B) Prompt Presentation: The employee shall discuss the grievance with the immediate supervisor promptly after the act or omission of management causing the grievance.
(C) Submittal of Grievance: The written grievance shall be submitted on a form prescribed by the Director of Personnel for this purpose. At each level, the form must be completed fully, signed by the grievant and hand delivered or sent by U.S. mail to the designated reviewer's office with a copy being sent to the Personnel Office, also within the specified time limits.
(D) Statement of Grievance: The grievance must contain a statement of:
1. The specific situation, act or acts complained of as being unfair; and
2. The specific provision(s) of the MOU which has been violated; and
3. The inequity or damage suffered by the employee; and
4. The relief sought; and
5. The representative of the grievant (if applicable).
(E) Employee Representative: The employee may choose someone to provide representation at any step in the procedure. No person hearing a grievance need recogn ize more than one representative for any employee at any one time.
(F) Handled During Working Hours: Whenever possible, grievance hearings and meetings with reviewers will be conducted during the regularly scheduled working hours of the parties involved.
(G) Extension of Time: The time limit within which action must be taken or a decision made as specified in this procedure may be extended by mutual written consent of the parties involved. A statement of the duration of such extension of time must be signed by both parties involved at the step to be extended.
(H) Consolidation of Grievances : If the grievance involves a group of employees or if a number of employees file separate grievances on the same matter, the grievances may be handled by management as a single grievance.
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(I) Settlement: A grievance shall be considered settled and not subject to further consideration or re- filing if any of the following conditions exist:
1. The grievant indicates in writing that the grievance is withdrawn.
2. The specific remedy requested on the grievance form is granted.
3. The grievant does not submit the grievance to the next higher level of review with the normal time limits or extended time limits obtained in writing by mutual agreement.
(J) Rejection: A grievance may be rejected for consideration at any time during the grievance review process for any of the following reasons:
1. The grievant does not meet the definition of "employee" indicated in Section 2.
2. The subject of the grievance is outside the scope of the procedure as indicated in Section 3.
3. The grievant does not comply with any of the requirements of Sections 4 or 5.
(K) Representation: The grievant may elect to be represented by the Association or any other person or to represent himself/herself. If the grievant elects to not be represented by the Association, the Association shall be given a copy of the grievance and its resolution.
(L) Deletion of Step(s): By mutual written consent of the department head and the grievant, any one or more of the first three (3) steps of the procedure may be omitted in consideration of a specific grievance when it is felt that this is in the best interests of an equitable and expeditious resolution of the grievance.
(M) Reprisals: The grievance procedure is considered an integral part of the employee -employer relation policy of the City. As such, it is intended to assure a grievant and his/her representative the right to present the grievance without fear of disciplinary action or reprisal of any kind by his/her supervisor or other agents of the City provided he/she observes the provisions of the grievance procedure.
Section 5 Grievance Procedure Steps
An employee submitting a grievance shall follow the following procedure:
STEP I Immediate Supervisor : The employee shall discus s the grievance with the immediate supervisor within 20 calendar days of the alleged act or omission of management causing the grievance. Within seven (7) calendar days the supervisor shall give a decision to the employee verbally.