Agenda packet — Newark City Council, October 9, 2025

AGENDA
Thursday, October 9, 2025
7:00 P.M.

Michael K. Hannon, Mayor
Eve Marie Little, Vice Mayor
Matthew Jorgens, Council Member
Terrence Grindall, Council Member
Julie Del Catancio, Council Member

A. ROLL CALL
B. PRESENTATIONS

1. Commending Urban Forest Friends

2. Proclaiming National Manufacturing Week

3. Proclaiming October as Cybersecurity Awareness Month

4. Washington Health's Community Health Plan for the City of Newark C. PUBLIC COMMENT
The public is invited to address the City Council on any item not listed on the agenda. Public Comments are generally limited to 5 minutes per speaker. Please note that State law prohibits the Council from acting on non-agenda items.

D. CONSENT CALENDAR
Consent Calendar items are considered to be routine and may be approved by one motion.

There will be no separate discussion on these items unless there is a request by a Council Member, a staff member, or a member of the public to remove an item for separate discussion and action.

1. Approval of Audited Demands

2. Approval of September 25, 2025, minutes.

3. Adopt a Resolution Authorizing the City Manager to Execute a Fourth Amendment to the

3. Adopt a Resolution Authorizing the City Manager to Execute a Fourth Amendment to the Contractual Service Agreement with Good City Company for Professional Planning Services

4. Adopt a resolution approving amendments to the Salary Schedule in effect July 1, 2025, and July 11, 2025
E. PUBLIC HEARINGS
F. OTHER BUSINESS

1. Adopt a resolution approving an amendment to the Compensation and Benefit Plan for Management, Supervisory, and Professional Employees updating the executive compensation for the Police Chief by incorporation of General Leave and retirement formula provisions G. CITY MANAGER UPDATES
H. CITY COUNCIL MATTERS
City Council Members report on attendance at intergovernmental agency meetings, conferences, and seminars since the last meeting. City Council Members may also announce upcoming events and coordinate attendance; report on local events attended since the last meeting; and make brief comments on issues of concern.

I. CLOSED SESSION

1. Closed Session pursuant to Government Code Section 54957, Public Employee Performance Evaluation, Title: City Manager
J. ADJOURNMENT

MEETING INFORMATION
Members of the public may attend the meeting in person, watch online, or watch on Cable Channel 26. The ability to observe online or Cable Channel 26 is predicated on those technologies being available and functioning without technical difficulties. Should those platforms not be available, or become non-functioning, or should the City Council otherwise encounter technical difficulties that make those platforms unavailable, the City Council will proceed with business in person unless otherwise prohibited by law.

How to view the meeting remotely:

Livestream online at YouTube: https://www.youtube.com/@cityofnewark3077/streams Copy/paste the YouTube URL into your browser if the link does not automatically open.

Cable Channel 26 - if the meeting does not broadcast live, please contact your service provider and request the City of Newark channel lineup.

Zoom will no longer be available for public participation unless required by Assembly Bill 2449. Should a Council Member or the Mayor attend the meeting via Zoom.com pursuant to Assembly Bill 2449, then the Webinar ID: 884 6902 7230 will be activated. The Mayor will make an announcement at the beginning of the meeting that the City 6902 7230 will be activated. The Mayor will make an announcement at the beginning of the meeting that the City will be allowing public comment via Zoom. Raise your virtual hand to notify the City Clerk that you would like to speak during the item that you wish to speak on.

How to submit written Public Comment:

Send an email to City Clerk by 3:00 p.m. the day of the meeting. Please identify the agenda item number in the subject line of your email. Emails will be compiled into one file and will be distributed to the City Council before the meeting.

No question shall be asked of a council member, city staff, or an audience member except through the Mayor. No person shall interrupt the meeting. Any person who refuses to carry out instructions given by the Mayor for the purpose of maintaining order may be guilty of an infraction and may result in removal from the meeting.

Council Meeting Access/Materials:

The agenda packet is available for review at Agendas and Minutes. The packet is typically posted to the City website the Friday before the meeting, but no later than 72 hours before the meeting.

Pursuant to Government Code 54957.5, supplemental materials distributed less than 72 hours before this meeting, to a majority of the City Council, will be made available for public inspection at this meeting and will be posted at https://www.newarkca.gov/departments/city-manager-s-office/agendas-minutes and will concurrently be made available for public inspection during regular business hours at the David W. Smith City Hall, 37101 Newark Boulevard, Newark CA. Materials prepared by City staff and distributed during the meeting are available for public inspection at the meeting or after the meeting if prepared by some other person. Documents related to closed session items or are exempt from disclosure will not be made available for public inspection. For those persons who require special accommodations, please contact the City Clerk at least two days prior to the meeting at City Clerk or 510-578-4266.

Mission Statement
It is our mission to serve and partner with our community to continually enhance the quality of life of everyone in Newark.

Executive Team Members

David J. Benoun
City Manager
Lenka Hovorka
Assistant City Manager
Kristopher J. Kokotaylo
City Attorney
Steven Turner
Community Development Director
Jonathan Arguello
Police Chief
Edwin Miranda
CIO/Information Technology
Director
Howard Young
Public Works Director
Brittney Frye
Human Resources Director
Krysten Lee
Finance Director
Ryan Nishimoto
ACFD Deputy Chief
Nicholas Cuevas, Recreation and Community Services Director Item B. 1.

DATE 10/09/2025
TO Honorable Mayor and City Council Members
FROM Kathy Slafter, Deputy City Clerk
SUBJECT Commending Urban Forest Friends
Since 2021, Urban Forest Friends has planted one hundred sixty-six (166) trees in Newark parks. Volunteers with the Urban Forest Friends have adopted trees to provide the extra watering needed to help the trees thrive. A commendation has been prepared to thank the volunteers for their time and effort. The project lead for Urban Forest Friends is Ms. Yoo-Yoo Yeh. She and Urban Forest Friends volunteers will be at the meeting to accept the commendation.

Attachments
Commendation

COMMENDATION
Urban Forest Friends Tree Waterers
WHEREAS, since 2021, Urban Forest Friends has planted 166 trees around Newark, bringing people from across the community together to improve our city and our planet; and WHEREAS, the planting of a tree is only the beginning, as young trees require extra care during their first year to grow deep roots in their new environment; and
WHEREAS, dedicated tree-watering volunteers stepped forward to adopt multiple trees, taking time out of their weekends to pull heavy wagons, lift water buckets, and provide each tree with 10 gallons of water every week for six months, and every other week for the following six months; and WHEREAS, the health and survival of Newark’s young trees is a direct result of the diligence, hard work, and stewardship of these volunteers;
NOW, THEREFORE, I, Michael K. Hannon, Mayor of the City of Newark, on behalf of the Newark City Council, do hereby commend the
Urban Forest Friends Tree Waterers
Haider Ahmed Lucas Gonzales Mario Lintag Tiana Roy
Rosario Avila Sunandha Govindaraj Addison Lola Anvita Saboo Joyce Bordador Mark Graham Bryan Lopez Asees Sethi
Ines Canales Jatinder Kaur William McCarthy Rishita Siddhareddy Talia Chalhoub Rachel Kumar Nitin Mittal Charrisse Silveria Vishal Chandrashekar Rita Kumar Raul Penaloza Precious Sumagaysay Christopher Clarida Adiana Kundrat Sivashankary Pillay Gautham Viswanathan George Draper Cara Kundrat Kiana Ponce George Wang
Marcelo Flores Marcus Landon Nishaan Ponnuru Yoo-Yoo Yeh Ricardo Flores Christi Lewis Rovneesh Raj Jasper Zhang
Reetu Garg
for their commitment to our community’s environment and thank them for their vital role in ensuring a greener future for Newark.

IN WITNESS THEREOF, I have hereunto set forth my hand and caused the Official Seal of the City of Newark, State of California, to be affixed this Ninth Day of October, Two Thousand Twenty-five.

MICHAEL K. HANNON
Mayor
Item B. 2.

DATE 10/09/2025
TO Honorable Mayor and City Council Members
FROM Kathy Slafter, Deputy City Clerk
SUBJECT Proclaiming National Manufacturing Week
National Manufacturing Week begins on the first Friday in October and continues for a week honoring the contributions of the manufacturing sector by sharing information about the work done in the last year and its impact on the economy. This year, it takes place from October 3 to 10. A proclamation has been prepared and Management Analyst I Morgan Pedersen and members of the business community will be at the meeting to accept it.

Attachments
Proclamation No. 1952
PROCLAMATION NO. 1952
NATIONAL MANUFACTURING WEEK
WHEREAS, manufacturing is the backbone of America, powering our economy and building our middle class, and we celebrate the strength and resilience of the American worker and recommit to the investments and innovation that will ensure the future is Made in America; and WHEREAS, we celebrate all that is made in America and recognize the importance of our Nation’s manufacturers in every aspect of our lives, from the electronics we rely on, to the safely packaged foods we eat, the clothing we wear, the appliances and furniture in our homes, the cars we drive, and biotechnology that makes our world safer — American manufacturing is essential to our economy; and WHEREAS, the manufacturing industry employs over 12 million Americans nationwide and over 300 thousand citizens across the nine Bay Area counties directly and many more indirectly — providing high-quality jobs to communities across the country and region and producing the highest quality goods in the world; and
WHEREAS, we recognize manufacturing as an evolving business which is becoming cleaner, greener, and more advanced; and
WHEREAS, the City of Newark was born from manufacturing innovation, such as salt production and the creation of the Wedgewood stove, and continues to be home to countless manufacturers that strengthen our economy and make our world a better place; and WHEREAS, by participating in Manufacturing Week, the City of Newark has the opportunity to gain a deeper understanding of our local manufacturers; NOW, THEREFORE, I, Michael K. Hannon, Mayor of the City of Newark, on behalf of the Newark City Council, do hereby proclaim Friday, October 3, 2025, through Thursday, October 10, 2025, as
NATIONAL MANUFACTURING WEEK
in the City of Newark and encourage residents to appreciate how items they use every day came to exist.

IN WITNESS THEREOF, I have hereunto set forth my hand and caused the Official Seal of the City of Newark to be affixed this Ninth Day of October, Two Thousand Twenty-five.

Michael K. Hannon
Mayor
Item B. 3.

DATE 10/09/2025
TO Honorable Mayor and City Council Members
FROM Angela Montez, Information Systems Tech
SUBJECT Proclaiming October as Cybersecurity Awareness Month Cybersecurity Awareness Month is a global initiative that raises awareness about online safety and empowers individuals and businesses to protect themselves from cybercrime. A proclamation will be presented to Ed Miranda, IT Director for the City of Newark, in recognition of supporting the collaboration and partnership that strengthens the city's cybersecurity.

Attachments
Proclamation No. 1951
PROCLAMATION NO. 1951

CYBERSECURITY AWARENESS MONTH
WHEREAS, the City of Newark recognizes its vital role in safeguarding our community by identifying, protecting, and responding to cyber threats that endanger residents, businesses, and our shared security and privacy; and WHEREAS, individuals, businesses, nonprofits, government agencies, schools, and the economy increasingly depend on technology to work, learn, and connect; and WHEREAS, cyber threats continue to rise, with attacks causing serious harm to people and organizations nationwide; and
WHEREAS, protecting our digital lives requires a community-wide effort to ensure all Newark residents have the skills, awareness, and resources to be safe and responsible digital citizens; and
WHEREAS, Cybersecurity Awareness Month, launched in 2004 by the U.S.

Department of Homeland Security and the National Cybersecurity Alliance, is now recognized nationwide by governments and thousands of organizations; and WHEREAS, the City of Newark is committed to promoting innovation, strengthening resilience, and empowering residents to take simple, proactive steps to stay secure online; and
WHEREAS, the 2025 theme — “Stay Safe Online” — highlights four simple actions everyone can take: use strong passwords and a password manager, turn on multifactor authentication, recognize and report scams, and keep software up to date; NOW, THEREFORE, I, Michael K. Hannon, Mayor of the City of Newark, on behalf of the Newark City Council, do hereby proclaim October 2025 as

CYBERSECURITY AWARENESS MONTH
in the City of Newark and encourage all residents, businesses, and visitors to put cybersecurity knowledge into practice and help keep our community safe.

IN WITNESS THEREOF, I have hereunto set forth my hand and caused the Official Seal of the City of Newark, State of California, to be affixed this Ninth Day of October, Two Thousand Twenty-five.

MICHAEL K. HANNON
Mayor
Item B. 4.

DATE 10/09/2025
TO Honorable Mayor and City Council Members
FROM Kathy Slafter, Deputy City Clerk
SUBJECT Washington Health's Community Health Plan for the City of Newark Angus Cochran, Ph.D., Chief, Community Support Services Washington Health, will give a presentation on Washington Health's Community Health Plan for the City of Newark.

Attachments
Presentation
Washington Health
Community Health Plan
for City of Newark
Angus Cochran
Chief, Community Support Services
Today’s Presentation
• Community Health Needs Assessment (CHNA):

Purpose, Process, and Methods
• 2025 Prioritized Community Health Needs
• Analysis of Individual Health Needs
• City of Newark Health Summary
• Outline 2026-2028 Community Health
Improvement Plan (CHIP)
Purpose of the CHNA and CHIP
• Federally mandated every three years
• Provides insight into the health of the
community
• Prioritizes local health needs
• Identifies areas of focus
• Enables development of outreach and
education strategies to improve well-being
of community members
• Based on Data Analysis and Community
Interviews
Washington Township Health Care District Population, 2024 District Total Population: 340,642
• Fremont: 228,192
• Newark: 46,254
• Union City: 66,196
AC Most Common Languages Spoken:
• English
• Spanish
• Chinese (Cantonese and Mandarin)
• Tagalog/Filipino
• Hindi
• 54% of Tri-City speak languages other than
English at home (regardless of English
proficiency)
Racial and Ethnic Demographics of Newark
Social and Economic Demographics of Newark
$121,703
Real Cost Measure (RCM)
For a four-person household in
Alameda County
Key Health Needs from 2025 Assessment

1. Economic Security

2. Behavioral Health

3. Healthcare Access & Delivery

4. Inequity & Discrimination

5. Cognitive Decline

6. Diabetes & Obesity

7. Heart/Stroke

8. Cancer

9. Maternal/Infant Health

10. Unintended Injuries
Economic Security
Economic Security
• Prioritized in 98% of discussions
• Low wages and high living costs prevent many from affording stable housing, leading to unstable situations like living in cars. • Economic insecurity forces many to drop out of education to find immediate employment, affecting long-term career prospects. • Inequities:
o Refugees face significant economic insecurity, exacerbated by language barriers
o Seniors with slightly above-threshold incomes struggle to survive without qualifying for additional support
Includes housing security, food security, and educational attainment Income is not balanced against the
expenses, as food and rents have risen so
much; everything has risen excessively and
salaries have not.
– Key Informant Interviewee
You could be working one and two jobs
and still not have a stable home of your
own in this, in the Bay Area economy.
– Key Informant Interviewee
Median Income varies significantly by race/ethnicity
Behavioral Health
Behavioral Health
• Prioritized by 90% of all discussions
• Critical shortage of behavioral health professionals
• Economic hardship, housing instability, and intergenerational trauma frequently mentioned as contributing factors.
• Community often mentioned stigma as a significant barrier. • Community safety includes intimate partner violence and other acts of violence
• Racial inequities:
o White, Black, and Hispanic/Latino students have highest rates of alcohol and drug use
o Multiracial and White adults have higher rates of serious psychological distress
Alcoholism is a coping mechanism for a lot of
men in our community that don't access
resources. They don't talk about emotions or
feelings.
– Key Informant Interviewee
When there's violence in the home or community,
it stunts our ability to thrive if we're subject to it
or living in fear of it.
– Key Informant Interviewee
Includes mental health, substance use, and community safety SMI ED Visits

20.0 18.0

16.0 14.0

12.0 10.0

8.0 6.0

4.0 2.0

0.0 Rate per 100,000 Pop.

12.6 Newark

14.4 SMI ED Visits
Behavioral Health Incidence better than County Average
Seven Tri-City Behavioral Health indicators:
• Severe mental illness
ED visits, hospitalization
• Severe mental illness re: drug/alcohol
ED visits, hospitalization
• Self-harm
ED visits, hospitalization
• Suicide, deaths of despair
ED visits, hospitalization, mortality
• Drug overdose (opioid, any drug)
ED visits, hospitalization, mortality
• Drug and alcohol abuse & dependence
ED Visits, hospitalization, mortality
Every indicator favorable vs Alameda County except
severe mental illness (SMI) ED visits in Newark
Healthcare Access & Delivery
Healthcare Access & Delivery
• Prioritized in 50% of all discussions
• Want co-located medical, dental, and behavioral healthcare • Emphasis on language barriers which can hinder access (between healthcare providers and patients)
• Need for culturally relevant care, providers who understand and reflect identities/cultures of patients.
• Racial inequities:
o Undocumented individuals often avoid seeking healthcare due to fear of deportation.

Limited access to health care services in
languages other than English and a lack of
culturally sensitive providers can create
challenges for diverse populations.
–Focus Group participant
People have waited months and months and
months for appointments with their primary
care provider. It is crazy.
– Key Informant Interviewee
100%
95%
90%
85%
80%
75%
70%
65%
60%
55%
50%
45%
40%
35%
30%
25%
20%
15%
10%
5%
0%
2010–14 2011–15 2012–16 2013–17 2018–20 2020-21
Union City; 92% Fremont Newark,
, 92%93% Alameda Co, 95%
More than nine in 10 South County residents are insured One in four South County residents have difficulty accessing care Inequity & Discrimination
Inequity & Discrimination
• Topic prioritized by 48% of all interviews and focus groups • Community members called out discrimination across all settings, including healthcare, workplace, schools, and housing.
• Participants discussed how multiple forms of discrimination (race, gender, sexual orientation, immigration status) intersect, compounding disadvantages for affected people.
• Racial inequities seen in life expectancy data
Our LGBTQ population. A fear of being
discriminated against... they just don't want to
deal with it, so they don't go [to a health
appointment].
- Key Informant Interviewee
Structural racism plays out near constantly,
and it’s pervasive... people of color
experience a near-constant hypervigilance
around our race.
- Key Informant Interviewee
Life expectancy lowest for Black residents
Cognitive Decline
Cognitive Decline
• Alzheimer’s disease is the fifth leading cause of death in Alameda County.
• Risk factors associated with cognitive decline (ex: diabetes, high blood pressure, obesity) are of concern in the healthcare district • Community expressed need for geriatricians and other
specialized care for older adults
• Racial Inequity:
• Alzheimer’s Disease mortality is substantially higher for both Black and White community members
“There aren’t many physicians who specialize in
geriatric care…there’s a real difference
between assessing an older person and a
younger person.”
- Key Informant Interviewee
Alzheimer’s disease mortality highest in Latino population in Newark Diabetes & Obesity
Diabetes & Obesity
• Community noted the high prevalence of these diseases within their communities, often linked to poor diet and lack of exercise. • Acknowledged built environment issues: lack of access to healthy foods or safe places to exercise
• Health care access was a concern for some in addressing diabetes, including lack of insurance.
• Community members asking for:
• More recreation programs
• Better access to healthy foods
• Better education on nutrition and possible lifestyle changes to support the management of chronic diseases such as diabetes. • Homelessness a significant barrier also, as it limits access to proper nutrition and stable living conditions necessary for disease management.
“People who actually have been diagnosed
with hypertension, it’s almost everybody. The
number of people who are prediabetic or who
have already been diagnosed with diabetes is
just over the top.”
– Key Informant Interviewee
Diabetes continues to be a source of concern
Childhood
Obesity rates are
consistently
worse in Newark
and Union City
than the County
Overall
Heart/Stroke
Heart/Stroke
• Cerebrovascular issues such as stroke, heart
disease, and heart attack are among the top causes
of death in the county.
• Community discussed drivers of poor
cardiovascular health outcomes:
• Stress and mental health issues
• Social determinants of health (disparities in
economic insecurity, healthcare access, and
healthcare quality) as contributing factors.
• Poor diet due to food insecurity
• Need for recreation programs to prevent heart
problems and for nutritional education for older
adults.
“We know that stress is a contributor... People who
live their life in a vise grip...are very vulnerable to hypertension and unmanaged hypertension.”
—Key Informant Interviewee
Higher Incidence of Cardiac Conditions in Newark and Union City Cancer
Cancer
• Cancer was the number one cause of
death countywide in 2022.
• Newark has higher lung cancer
mortality rate than the county.
• Community discussed concerns about
the financial burden of cancer
treatment, lack of access to
comprehensive cancer screenings, and
additional mental health support
needed for cancer patients and
families.
“First of all, I would like to talk about cancer. In many ways, when you hear that someone has cancer, [you
think about their] income, work, …losing their job.”
—Key Informant Interviewee
Cancer Mortality varies widely by City
Maternal/Infant Health
Maternal/Infant Health
• Newark, Union City, and Fremont all have higher
rates of infant mortality than Alameda County
overall.
• Community discussed concerns about economic
constraints that prevent expecting mothers from
accessing prenatal and postnatal care as well as the
importance of mental health support for mothers.
• Racial inequities:
• Black mothers face higher rates of severe
maternal morbidity and face more challenges
accessing care
“I didn’t know that my child, she wasn’t breathing
when she was first born. Her cord was wrapped
around her neck. Had my mom not been there to see
it, we wouldn’t have known. Nobody said anything to
us…Not much support. It wasn’t a very good feeling.

We were kicked out after two days…I’m now in
intensive [mental health] therapy because of how my
labor and delivery went.”
—Key Informant Interviewee
District has worse rates of infant mortality than County Unintended Injuries
Unintended Injury
• Unintended injuries were the number one reason
for preventable ED visits and hospitalizations in all
three district cities and the county.
• Includes falls, motor vehicle crashes, drownings,
poisonings, pedestrian-related injuries, and
industrial accidents
• Community discussed concerns for undocumented
individuals that work in unsafe environments as well
as people who may be injured while experiencing
homelessness.
• Racial and Economic inequities:
• Data for unintended injuries mortality highest
for the black population
• Racial inequities tied to lack of access to safe
transportation and absence of sidewalks in lowincome neighborhood “That’s how so many people die. They get an injury,
the injury gets infected. And then what? You know,
they don’t have a place to like rest, they don’t have a place to shower regularly. But health care is huge.

That is very much a basic need.”
—Key Informant Interviewee, discussing
unhoused individuals
Death rates due to unintended injuries highest in White population in Newark City Snapshots
City vs. Alameda County
Maternal/I
nf: Infant
Mortality
Heart/stro
ke:

Cardiac
Dys Mort
Diabetes:

Diabetes
Prevalenc
e
Heart/stro
ke: Stroke
Mort
Obesity:

Kids <12
Prevalenc
e
Obesity:

Teens
Prevalenc
e
Heart/stro
ke:

Cardiac
Dys Hosp
BH:

Severe
Mental Ill
(Drug/Alc)
ED
Heart:

Ischemic
HD ED
Cancer:

Lung Mort
Heart:

Ischemic
HD Hosp
Heart:

Acute
Myocardi
al Infarc
Hosp
Maternal/I
nf: Low
Birth
Weight
Heart/Str
oke:

Hyprtns
ED0% 10% 20% 30% 40% 50% 60%
14 Newark health indicators worse than Alameda County
Disease Incidence compared to Alameda County Rate, per 100,000 pop. 2026-28 Community
Health Improvement Plan
Focus Areas for 2026-28 CHIP

1. Healthcare Access & Delivery

2. Healthy Lifestyles
• Diabetes & Obesity
• Heart/Stroke
• Cognitive Decline

3. Cancer

4. Unintended Injuries
Healthcare Access & Delivery – Ongoing Initiatives
• Patient Family Advisory Council
• Community Advisory Board
• Health Equity Diversity Inclusion Council (HEDIC)
• Level II Trauma Center
• Health Insurance Information Service
• ReCARES, community DME program, hosted on campus
• Community Lymphedema Garment Program
• Health education programming (education seminars,
speaker’s bureau and community wellness fairs)
• Washington Health Financial Assistance and Charity Care Policy
• Participation in Medi-Cal program and Alameda Alliance for Health.

Healthcare Access & Delivery – New Initiatives
• Urgent Care Center in 2025
• Development of Warm Springs Outpatient Center
• Analyze patient health outcomes by REAL data
• Staff education on cultural sensitivity
• Increase use of translation technologies
• Multilingual education materials and flyers
• Non-English language health education offerings
• Collaboration with Alameda Alliance after the closure of the Saint Rose Hospital Labor & Delivery
• FQHC collaboration
Healthy Lifestyles – Ongoing Initiatives
• Health education programming (education seminars,
speaker’s bureau and community wellness fairs)
• Community groups, schools, businesses, senior centers, senior living communities
• 160 events and 17,000 community interactions FY24-FY25 • Diabetes Matters and Diabetes support group
• Mended Hearts support group
• Better Breathers support group
• Union City Heart Smart Walking Challenge
• Fremont Community Ambassador Program for Seniors
(CAPS)
Healthy Lifestyles – New Initiatives
• Healthy Lifestyles Health Fair
• Nutrition education in Newark USD and New Haven USD
• Stroke and heart disease education in Newark USD and
New Haven USD
• Restart stroke support group
• Diabetes education targeting Latino population
• Host Women’s Alcoholics Anonymous Meeting
• Alzheimer’s Association Partnership
Cancer – Ongoing Initiatives
• UCSF partnership enables access to oncology clinical trials • Health education programming (education seminars,
speaker’s bureau and community events)
• Celebration of Life
• Think Pink
• SPOTMe Skin Cancer Screening Program
• HERS Breast Cancer Foundation on campus
• Community Mammogram Program
• Breast Cancer Support Group
• 4-D Somatom CT scanner
• Low Dose CT Lung Cancer Screening
• WHMG Medi-Cal cancer screening campaign
Cancer – New Initiatives
• UCSF-Washington Cancer Center expansion by 2026
• Sub-specialization of oncology staff
• Recruitment of additional oncology providers
• Oncology support group
• Vaping education with Newark USD
• Increased breast cancer education in Union City
• Colorectal and prostate cancer education and screening for Black residents
• Create local partnerships with non-profits and faith
organizations to reach underserved racial and ethnic groups o ex: Tiger Lily Foundation, Promotores, Afro-American
Cultural & Historical Society
Unintended Injuries – Ongoing Initiatives
• Level II Trauma Center
• Injury prevention programming
o Fall prevention
o Stop the bleed
o Distracted driving
o Choking education
• Bingocize and Matter of Balance classes
• Screening and intervention programs for alcohol abuse • Screening and referral programs for PTSD and depression postinjury Unintended Injuries – New Initiatives
• Community Safety Fair (upcoming 10/4/25)
• Create local partnerships with non-profits and faith
organizations to reach underserved racial and ethnic
groups
o Ex: Promotores, Afro-American Cultural & Historical
Society, On Lok, Gurdwara Sahib Fremont, Arunay
Foundation
• Trauma survivor network
• Fire, police and EMS partnership
• Youth Alive! recidivism reduction efforts
Thank You!
Item D. 1.

DATE 10/09/2025
TO Honorable Mayor and City Council Members
FROM
SUBJECT Approval of Audited Demands
Attachments
Audited Demands 09.11.25
Audited Demands 09.18.25

Item D. 2.

DATE 10/09/2025
TO Honorable Mayor and City Council Members
FROM Kathy Slafter, Deputy City Clerk
SUBJECT Approval of September 25, 2025, minutes.

Attachments
Draft Minutes
City of Newark | Newark City Council
Mayor Michael K. Hannon | Vice Mayor Eve Marie Little | Council Members: Matthew Jorgens, Terrence Grindall, Julie Del Catancio

DRAFT Minutes
Thursday, September 25, 2025
7:00 P.M.

A. ROLL CALL
Mayor Hannon called the meeting to order at 7:01 p.m. Council Members Jorgens, Grindall, Catancio and Vice Mayor Little were present.

Mayor Hannon called up retiring CERT Board Member David Libby to lead the Pledge of Allegiance.

B. PRESENTATIONS

1. Proclaiming September 2025 as Hunger Action Month
Mayor Hannon presented the proclamation to Linda Leu, Executive Director at TCV Food Bank + Mobile Pantry.

2. Proclaiming September 2025 as National Preparedness Month Mayor Hannon presented the proclamation to Emergency Services Coordinator Richard Martinez and members of the Community Emergency Response Team (CERT).

3. Commending CERT Board Member David Libby
Mayor Hannon presented a commendation to CERT Board Member David Libby

Page No. 2
City of Newark City Council Minutes September 25, 2025

4. Introduction of employee
Mayor Hannon introduced Accounting Assistant I Eros Lo.

C. PUBLIC COMMENT
Peter Friedrich spoke against public leaders displaying indiscretion and poor judgement and supporting the organizations HSS (Hindu Swayamsevak Sangh) and RSS (Rashtriya Swayamsevak Sangh).

A resident agreed that leadership should distance themselves from these organizations. He also stated there is a need for restrooms in Newark’s community parks.

City Manager Benoun stated that staff is planning a presentation, which will include park amenities, at the City Council meeting on October 23, 2025.

D. CONSENT CALENDAR
City Manager Benoun pulled item D.5 for a staff presentation.

Council Member Catancio moved, Council Member Jorgens seconded, to approve Consent Calendar items D.1 through D.4 and item D.6 and that reading of the titles suffice for adoption. The motion passed, 5 AYES.

City Attorney Kokotaylo read the title of the ordinance.

1. Approval of Audited Demands

2. Approval of September 11, 2025, minutes

3. Adopt a Resolution Approving the Cooperative Agreement with Alameda County Fire Department for the Fire Station Alerting System and Approve an Amendment to the 2024-2026 Biennial Budget and Capital Improvement Plan for Fiscal Year 2025-2026
RESOLUTION NO. 11,775
Page No. 3
City of Newark City Council Minutes September 25, 2025

4. Adopt a resolution amending the 2024-2026 Biennial Budget and Capital Improvement Plan for Fiscal Year 2025-2026 to reallocate a position RESOLUTION NO. 11,776

6. Waive further reading an Ordinance of the City Council of the City of Newark approving and re-adopting a military equipment use policy as stated in Chapter

2.50 “Military Equipment Use Policy” to Title 2. “Administration and Personnel” of the Newark Municipal Code in compliance with Assembly Bill 481 ORDINANCE NO. 554

NONCONSENT

5. Year-End Budget Review and Adoption of a Resolution Amending the 2024- 2026 Biennial Budget and Capital Improvement Plan for Fiscal Year 2024-2025 City Manager Benoun stated the year-end budget review is a true-up of unanticipated budget adjustments throughout the fiscal year.

Finance Director Lee gave the presentation highlighting the City’s unaudited year- end results and proposed year-end budget adjustments for Fiscal Year 2024- 2025.

The presentation is on file with the City Clerk.

No one from the public requested to speak.

Mayor Hannon commended Finance Director Lee and her team for the awards they have received over the years for their fiscal responsibility in handling the City’s finances.

Vice Mayor Little moved, Mayor Hannon seconded, to approve adopting a resolution approving the amendment. The motion passed, 5 AYES.

RESOLUTION NO. 11,777
Page No. 4
City of Newark City Council Minutes September 25, 2025
E. PUBLIC HEARINGS
F. OTHER BUSINESS

1. Introduction of an Ordinance to repeal and replace certain chapters of Title 15 of the Newark Municipal Code in order to adopt by reference, with modifications to address unique local conditions, the 2025 California Building Standards Code; adoption of a Resolution approving findings regarding the need for local amendments to provisions in the California Building Standards Code as adopted by the State of California; and setting a public hearing date of October 23, 2025 for adoption of the Ordinance; introduction of an Ordinance repealing Section

15.04.030 of the Newark Municipal Code
Chief Building Official Farrell gave a brief presentation that summarized the code update process. Presentation on file with the City Clerk.

No one from the public requested to speak.

Council Member Jorgens moved, Council Member Grindall seconded, to introduce an Ordinance to repeal and replace certain chapters of Title 15 of the Newark Municipal Code in order to adopt by reference, with modifications to address unique local conditions, the 2025 California Building Standards Code; adoption of a Resolution approving findings regarding the need for local amendments to provisions in the California Building Standards Code as adopted by the State of California; and setting a public hearing date of October 23, 2025 for adoption of the Ordinance; introduction of an Ordinance repealing Section

15.04.030 of the Newark Municipal Code a public hearing for formal adoption on October 23, 2025. The motion passed, 5 AYES.

INTRODUCTION OF AN ORDINANCE
RESOLUTION NO. 11,778

G. CITY MANAGER UPDATES
City Manager Benoun reported on four items:

Page No. 5
City of Newark City Council Minutes September 25, 2025

1. He acknowledged and thanked City staff for their tremendous efforts over the weekend in preparing for Newark Days. It was an amazing celebration of the City’s history and culture. It was a pleasure collaborating with the Newark Days Committee.

2. Two Haywired Earthquake Scenario Workshops are being held in partnership between the Cities of Newark and Union City focusing on post-earthquake supply chain management as well as strategies to reduce financial losses from earthquakes open to both large and small businesses.

3. Timber Senior Housing – a 79-unit apartment community for households over the age of 55 – reopened the application period to advertise priority for households who live or work in Newark. Applications will be accepted through September 26

4. The City has added new information to its website on high priority capital projects that will continue to be updated.

H. CITY COUNCIL MATTERS
Council Member Catancio stated that she also attended Newark Days and agreed it was an amazing event and appreciated the work that City staff and Newark Days, Inc. contributed. She said last week she attended the Alameda Couty Fire Department Advisory Committee meeting and reported that out of all of Alameda County cities, Newark has the fasted response time by one minute and should be congratulated. She also wanted to congratulate the retirees.

Additionally – Shop Newark!
Council Member Jorgens thanked all the residents who attended Newark Days.

He was encouraged by the positive financial outlook that was reported earlier in the meeting.

Council Member Grindall agreed with colleagues that Newark Days was a great event and also complimented City staff. On Tuesday, September 30, he is holding a town hall meeting at the library to answer questions and provide updates. He has been attending the Alameda County Housing Authority meetings and said there are concerns from people utilizing Section 8 housing and other programs that the potential shutdown will impact their living situation. He will keep everyone informed.

Council Member Grindall requested that an item be placed on a future agenda for the City Council to discuss requesting that the developer of Sanctuary Village Page No. 6
City of Newark City Council Minutes September 25, 2025
provide an extension of time to allow for the School District to develop a school on land within Sanctuary Village under a development agreement.

Mayor Hannon, Council Member Jorgens and Council Member Catancio asked clarifying questions and sought factual information from staff as well as clarification from Council Member Grindall regarding his request. Council Member Grindall moved to agendize an item to discuss requesting an extension from the developer as amended by Council Member Jorgens, to request that the School District be asked to submit their comments to supplement the staff report should the item be agendized. Council Member Jorgens seconded the motion.

The motion failed to pass, 2 AYES, 3 NOES with Council Members Grindall and Jorgens voting in favor and Mayor Hannon, Vice Mayor Little and Council Member Catancio voting against.

Vice Mayor Little announced an upcoming event, “Heroes in the Community”, to highlight all the heroes that keep our city together. Over 26 organizations and City departments will be participating. The free event is Saturday, October 4, 2025, 10:00 am to 1:00 pm.

Mayor Hannon recognized the upcoming Jewish holidays Rosh Hashana and Yom Kippur, September as Hispanic Heritage Month, and the Newark Police Department. Mayor Hannon read an e-mail from Liz Cesco, Member of St.

Edward Hospitality, to Newark Police Chief Arguello thanking the Newark Police Department, specifically Officer Jackman, for their quick and caring response to an incident.

Mayor Hannon recognized Laurie Gratz (Newark Days, Inc.), Assistant to the City Manager Laurie Gebhard, City staff, and all the Newark Days volunteers who made the City’s 70th birthday a memorable event.

I. CLOSED SESSION
J. ADJOURNMENT
Mayor Hannon adjourned the meeting at 8:43 p.m.

Item D. 3.

DATE 10/09/2025
TO Honorable Mayor and City Council Members
FROM Carmelisa Lopez, Senior Planner
SUBJECT Adopt a Resolution Authorizing the City Manager to Execute a Fourth Amendment to the Contractual Service Agreement with Good City Company for Professional Planning Services
SUMMARY AND RECOMMENDATION
Good City Company (GCC) assists the Community Development Department (CDD) by providing on-call planning services for high-level planning work, such as processing planning entitlements for large, complex planning projects and assisting with 2023-2031 Housing Element policy and program tasks. More recently, GCC has been assisting the CDD with developing objective design standards for single-family and multi-family development projects to satisfy Housing Element Program H3.2, one of several programs in the City’s Housing Element certified by the State that must be completed by 2031. GCC also assists the CDD with achieving the service capacity required to maintain CDD service levels and complete priority policy and program tasks.

To continue providing these services through the end of Fiscal Year 2025-26, staff recommends that the City Council authorize the City Manager to execute the Fourth Amendment to the GCC agreement to increase the “not-to-exceed” amount from $674,250 to $939,250, an increase of $265,000.

BACKGROUND
The City has relied on professional consultants to provide services and experience that City staff are unable to provide, such as environmental review services, technical or specialty planning type work, and other additional services to supplement staff. For example, the City has several agreements with consultants for on-call professional city planning services, Public Works construction inspections, and civil engineering development plan review services. These agreements allow the City to address service and experience needs while maintaining high customer service levels.

In September 2020, the City released a Request For Qualifications (RFQ) for Planning firms to assist with staff augmentation, specialized studies, and other work. In November 2020, the City Council approved agreements with three firms, including GCC, who responded to the RFQ to provide specific on-call planning services. In March 2021, the City entered into an agreement with GCC with the “not-to-exceed” amount of $50,000 to provide professional planning services to increase capacity to perform critical customer service and plan review functions. This contract allowed GCC to provide services through the end of March 2024. Subsequent amendments to the GCC agreement include the following:

February 2024: A First Amendment to increase the “not-to-exceed” amount to $150,000 due to the continued need to provide services such as customer service, single-family design reviews, housing element support, and various building permit reviews.

1. October 2024: A Second Amendment to continue the services as well as provide assistance with the development of objective design standards to satisfy Housing Element Program H3.2, which increased the "not-to-exceed" amount to $359,250.

2. June 2025: A Third Amendment to continue the services and provide assistance on the implementation of other Housing Element programs, which increased the "not-to-exceed" amount to $674,250.

3. A new request for funds is needed to continue the services through the end of Fiscal Year 2025-26.

DISCUSSION/ANALYSIS
The Fourth Amendment would extend GCC's existing scope of services through the end of Fiscal Year 2025-26. The CDD continues to need assistance with our current planning workload and various projects such as implementing the 2023-2031 Housing Element.

On-call planning services continue to be necessary for planning work, such as processing planning entitlements for large, complex planning projects and other related work. The current planning staff team is expected to remain above its capacity through at least the end of Fiscal Year 2025-26. The on-call planning services requested will help achieve the service capacity required to maintain service levels and complete priority policy and program tasks. The cost of services is estimated to be $175,000. The funds for GCC to provide on-call planning services would be provided through the CDD’s Consultant and Professional Services Budget.

This amendment also includes additional funds for the development of objective design standards. Due to additional rounds of review of the draft standards and expanded engagement with City staff and the community for feedback, the cost of services has increased from $109,250 to $199,250, an increase of $90,000. This project is funded through the 2024-2026 Capital Improvement Program (CIP), which allocates $400,000 to Housing Element implementation work, including various studies and analyses to support staff-recommended changes to the municipal code and to create new policies and programs.

FISCAL IMPACT
The Fourth Amendment to the GCC agreement increases the “not-to-exceed” amount The Fourth Amendment to the GCC agreement increases the “not-to-exceed” amount from $674,250 to $939,250, an increase of $265,000.

Approximately $175,000 will support the continued development of objective design standards and will be funded from the unencumbered balance allocated to Housing Element implementation in the 2024–2026 Capital Improvement Program, using Community Development Maintenance Fund account 625.90.094.940.6221.

Approximately $90,000 will support ongoing on-call planning services and will be funded from the unencumbered balance in the CDD’s Consultant and Professional Services budget for FY 2025–26, using account 120.50.052.520.6220.

Sufficient appropriations are available in both accounts, and no additional budget action is required to support this amendment.

ENVIRONMENTAL/PLANNING COMMISSION REVIEW
There is no environmental impact associated with this action.

REVIEW AND APPROVAL
Prepared by - Carmelisa Lopez, Senior Planner
Reviewed by - Steven Turner, Community Development Director Reviewed by - Krysten Lee, Finance Director
Reviewed by - Kristopher J. Kokotaylo, City Attorney
Approved by - David J. Benoun, City Manager
Attachments

1. Draft Resolution

2. Good City Company – Original CSA

3. Good City Company CSA – Second Amendment

4. Good City Company CSA – Third Amendment

5. Good City Company CSA – Draft Fourth Amendment
RESOLUTION NO.

RESOLUTION OF THE CITY COUNCIL OF THE CITY OF

NEWARK AUTHORIZING THE CITY MANAGER TO

EXECUTE THE FOURTH AMENDMENT TO THE

CONTRACTUAL SERVICES AGREEMENT WITH GOOD

CITY COMPANY TO PROVIDE PROFESSIONAL PLANNING

SERVICES
WHEREAS, On March 2, 2021 the City of Newark awarded a Contractual Services Agreement (the “Agreement”) to Good City Company (the “Consultant”) to provide professional planning services; and
WHEREAS, on April 1, 2024, the Agreement was amended to increase the not to exceed amount to $150,000 to provide additional funding for the existing scope of services; WHEREAS, on October 14, 2024, the Agreement was amended to increase the not to exceed amount to $359,250 to provide additional funding for the existing scope of services; and WHEREAS, on June 12, 2025, the Agreement was amended to increase the not to exceed amount to $674,250 to provide additional funding for the existing scope of services; WHEREAS, the City finds that the scope of services described in the Agreement continues to be necessary and desires to amend the Agreement to provide additional funding for the existing scope of services to be provided by the Consultant.

WHEREAS, the proposed Fourth Amendment to the Agreement would increase the not-toexceed amount by $265,000, for a new total not-to-exceed amount of $939,250; and WHEREAS, approximately $175,000 of this increase will be funded through the unencumbered balance allocated to Housing Element implementation work in the 2024–2026 Capital Improvement Program (CIP), using Community Development Maintenance Fund (625.90.094.940.6221); and approximately $90,000 will be funded through the CDD’s Consultant and Professional Services Budget for FY 2025–26 (120.50.052.520.6220); and WHEREAS, sufficient appropriations are available in both accounts to support this amendment, and no additional budget action is required; NOW, THEREFORE, BE IT RESOLVED by the City Council of the City of Newark that the City Manager is hereby authorized to execute the fourth amendment to the Contractual Services Agreement with Good City Company, in a form approved by the City Attorney, to provide technical assistance by individuals possessing experience consistent with minimum qualifications provided by the City and to increase the not to exceed amount of the Agreement by $265,000 for a total not to exceed amount of $939,250.

BE IT FURTHER RESOLVED that the City Manager is hereby authorized to take all other actions consistent with this Resolution, including any necessary revisions to the scope of work for the Agreement, in a form approved by the City Attorney, that are within the total not to exceed amount of $939,250.

1 SECOND AMENDMENT TO THE CONTRACTUAL

SERVICES AGREEMENT BETWEEN THE CITY OF

NEWARK AND GOOD CITY COMPANY
This Second Amendment to Contractual Services Agreement between the City of Newark, a municipal corporation, ("City"), and Good City Company, a California Corporation (“Consultant”) collectively the "Parties") dated March 2, 2021, is entered into as of October 14, 2024 for professional planning services.

RECITALS
WHEREAS, the Parties executed a Contractual Services Agreement (the "Agreement") for Good City Company (the “Consultant”) to perform general professional planning services including; serving in an on-call capacity as project manager for planning entitlements projects, as well as to provide other current and advanced planning services including environmental review as requested from time-to-time, organizational support and, and to serve and support the City’s affordable housing program efforts, housing policy development, and regional planning efforts.

WHEREAS, Section 27, Modifications, of the Agreement allows the Parties to amend the Agreement provided that the amendment is in writing signed by the Parties; and WHEREAS, the Parties desire to amend the Agreement, to increase the not-to-exceed amount to Three Hundred Fifty-Nine Thousand Two Hundred Fifty Dollars ($359,250.00); and WHEREAS, City staff is authorized to execute this Amendment in a form approved by the City Attorney.

NOW, THEREFORE, the Parties hereby agree as follows:

1. Section 3. A. "Not to Exceed" Compensation, of the Agreement, is amended to increase the not to exceed compensation by $209,250.00, for a total not to exceed the amount of $359,250.00 (from a previous not to exceed amount of $150,000.00).

2. With the exception of the foregoing, all other terms and conditions in the Agreement, as amended, remain in force and effect.

Docusign Envelope ID: A2CB331D-4126-4AE6-93CC-137E4AF3DFB6 2 City of Newark Consultant
_________________________________ _________________________________ David J. Benoun Aaron Aknin, Principal and Co-Owner
City Manager Good City Company
Dated: ___________________________ Dated: ___________________________ Attest:
__________________________________
Sheila Harrington
City Clerk
Approved as to Form:
__________________________________
Kristopher J. Kokotaylo
City Attorney
Docusign Envelope ID: A2CB331D-4126-4AE6-93CC-137E4AF3DFB6 10/18/2024 10/15/2024
Docusign Envelope ID: A2CB331D-4126-4AE6-93CC-137E4AF3DFB6 Docusign Envelope ID: A2CB331D-4126-4AE6-93CC-137E4AF3DFB6 Certificate Of Completion
Envelope Id: A2CB331D41264AE693CC137E4AF3DFB6 Status: Completed Subject: Complete with Docusign: C21006 Good City - 2nd Amendment.pdf, Resolution No 11689 -GC.pdf Source Envelope:

Document Pages: 4 Signatures: 4 Envelope Originator:

Certificate Pages: 5 Initials: 0 Sofia Castillo
AutoNav: Enabled
EnvelopeId Stamping: Enabled
Time Zone: (UTC-08:00) Pacific Time (US & Canada)
37101 Newark Boulevard
Newark, CA 94560
[email protected]
IP Address: 12.3.205.238
Record Tracking
Status: Original
10/14/2024 11:54:10 AM
Holder: Sofia Castillo
[email protected]
Location: DocuSign
Signer Events Signature Timestamp
Aaron Aknin
[email protected]
Principal
Good City Company
Security Level: Email, Account Authentication
(None)
Signature Adoption: Pre-selected Style
Using IP Address: 73.231.36.181
Sent: 10/14/2024 12:07:09 PM
Viewed: 10/15/2024 11:06:11 AM
Signed: 10/15/2024 11:06:18 AM
Electronic Record and Signature Disclosure:

Accepted: 10/15/2024 11:06:11 AM
ID: 20205a36-0e14-4230-9ba3-898a72fcc505
Kristopher Kokotaylo
[email protected]
Security Level: Email, Account Authentication
(None)
Signature Adoption: Pre-selected Style
Using IP Address: 12.3.205.238
Sent: 10/15/2024 11:06:19 AM
Viewed: 10/18/2024 10:09:24 AM
Signed: 10/18/2024 10:09:47 AM
Electronic Record and Signature Disclosure:

Accepted: 10/18/2024 10:09:24 AM
ID: ce6dfbc9-565a-428f-85a5-1c014d17a50a
David J. Benoun
[email protected]

NEWARK CITY MANAGER
David Benoun
Security Level: Email, Account Authentication
(None)
Signature Adoption: Drawn on Device
Using IP Address: 12.3.205.238
Sent: 10/18/2024 10:09:48 AM
Viewed: 10/18/2024 11:23:27 AM
Signed: 10/18/2024 11:23:32 AM
Electronic Record and Signature Disclosure:

Accepted: 10/18/2024 11:23:27 AM
ID: f2f9ec94-5d16-42d8-86dd-8c603610ca3c
Sheila Harrington
[email protected]
City Clerk
City of Newark
Security Level: Email, Account Authentication
(None)
Signature Adoption: Pre-selected Style
Using IP Address: 12.3.205.238
Sent: 10/18/2024 11:23:34 AM
Viewed: 10/18/2024 2:52:17 PM
Signed: 10/18/2024 2:52:23 PM
Electronic Record and Signature Disclosure:

Not Offered via DocuSign
In Person Signer Events Signature Timestamp
Editor Delivery Events Status Timestamp
Agent Delivery Events Status Timestamp
Intermediary Delivery Events Status Timestamp
Certified Delivery Events Status Timestamp
Carbon Copy Events Status Timestamp
Sofia Castillo
[email protected]
Admin Support Specialist II
City of Newark
Security Level: Email, Account Authentication
(None)
Sent: 10/18/2024 2:52:24 PM
Resent: 10/18/2024 2:52:27 PM
Viewed: 10/18/2024 3:39:43 PM
Electronic Record and Signature Disclosure:

Not Offered via DocuSign
Witness Events Signature Timestamp
Notary Events Signature Timestamp
Envelope Summary Events Status Timestamps
Envelope Sent Hashed/Encrypted 10/14/2024 12:07:09 PM
Certified Delivered Security Checked 10/18/2024 2:52:17 PM Signing Complete Security Checked 10/18/2024 2:52:23 PM Completed Security Checked 10/18/2024 2:52:24 PM
Payment Events Status Timestamps
Electronic Record and Signature Disclosure

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1 THIRD AMENDMENT TO THE CONTRACTUAL

SERVICES AGREEMENT BETWEEN THE CITY OF

NEWARK AND GOOD CITY COMPANY
This Third Amendment to Contractual Services Agreement between the City of Newark, a municipal corporation, ("City"), and Good City Company, a California Corporation (“Consultant”) collectively the "Parties") dated March 2, 2021, is entered into as of June____, 2025 for professional planning services.

WHEREAS, Section 27, Modifications, of the Agreement allows the Parties to amend the Agreement provided that the amendment is in writing signed by the Parties; and WHEREAS, the Parties desire to amend the Agreement, to increase the not-to-exceed amount to Six Hundred Seventy-Four Thousand Two Hundred Fifty Dollars ($674,250); and WHEREAS, City staff is authorized to execute this Amendment in a form approved by the City Attorney.

NOW, THEREFORE, the Parties hereby agree as follows:

1. Section 3. A. "Not-to-Exceed" Compensation, of the Agreement, is amended to increase the not-toexceed amount by $315,000, for a total not-to-exceed the amount of $674,250 (from a previous notto-exceed amount of $359,250).

2. With the exception of the foregoing, all other terms and conditions in the Agreement, as amended, remain in force and effect.

City of Newark Consultant
_________________________________ _________________________________ David J. Benoun Aaron Aknin, Principal and Co-Owner
City Manager Good City Company
Dated: ___________________________ Dated: ___________________________ Docusign Envelope ID: 6B5AB146-4093-4959-BFB5-8A62DD087ED2 6/25/2025 6/25/2025
26 2
Attest:
__________________________________
Sheila Harrington
City Clerk
Approved as to Form:
__________________________________
Kristopher J. Kokotaylo
City Attorney
Docusign Envelope ID: 6B5AB146-4093-4959-BFB5-8A62DD087ED2 Docusign Envelope ID: 6B5AB146-4093-4959-BFB5-8A62DD087ED2 Docusign Envelope ID: 6B5AB146-4093-4959-BFB5-8A62DD087ED2 Certificate Of Completion
Envelope Id: 6B5AB146-4093-4959-BFB5-8A62DD087ED2 Status: Completed Subject: Complete with Docusign: CSA C21006 - 3rd Amendment.pdf, Resolution No. 11748 Good City Co.pdf Source Envelope:

Document Pages: 4 Signatures: 4 Envelope Originator:

Certificate Pages: 5 Initials: 0 Sofia Castillo
AutoNav: Enabled
EnvelopeId Stamping: Enabled
Time Zone: (UTC-08:00) Pacific Time (US & Canada)
37101 Newark Boulevard
Newark, CA 94560
[email protected]
IP Address: 50.145.38.134
Record Tracking
Status: Original
6/25/2025 4:10:08 PM
Holder: Sofia Castillo
[email protected]
Location: DocuSign
Signer Events Signature Timestamp
Aaron Aknin
[email protected]
Principal
Good City Company
Security Level: Email, Account Authentication
(None)
Signature Adoption: Pre-selected Style
Using IP Address: 99.88.40.35
Sent: 6/25/2025 4:17:05 PM
Viewed: 6/25/2025 4:56:22 PM
Signed: 6/25/2025 4:56:34 PM
Electronic Record and Signature Disclosure:

Accepted: 6/25/2025 4:56:22 PM
ID: a4f3b4e3-f83a-4211-afcd-be9e36f1b9ad
Kristopher Kokotaylo
[email protected]
Security Level: Email, Account Authentication
(None)
Signature Adoption: Pre-selected Style
Using IP Address: 96.86.168.125
Sent: 6/25/2025 4:56:36 PM
Viewed: 6/25/2025 7:21:36 PM
Signed: 6/25/2025 7:21:56 PM
Electronic Record and Signature Disclosure:

Accepted: 6/25/2025 7:21:36 PM
ID: d5cb15b6-c287-47b2-a1cf-ee6a9b45f720
David Benoun
[email protected]
Security Level: Email, Account Authentication
(None)
Signature Adoption: Pre-selected Style
Using IP Address:
2601:646:a202:7e20:286f:7459:a67e:4c60
Sent: 6/25/2025 7:21:58 PM
Viewed: 6/25/2025 8:30:43 PM
Signed: 6/25/2025 8:30:51 PM
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All notices and disclosures will be sent to you electronically Electronic Record and Signature Disclosure created on: 4/13/2022 12:12:19 PM Parties agreed to: Aaron Aknin, Kristopher Kokotaylo, David Benoun, Sheila Harrington Unless you tell us otherwise in accordance with the procedures described herein, we will provide electronically to you through the DocuSign system all required notices, disclosures, authorizations, acknowledgements, and other documents that are required to be provided or made available to you during the course of our relationship with you. To reduce the chance of you inadvertently not receiving any notice or disclosure, we prefer to provide all of the required notices and disclosures to you by the same method and to the same address that you have given us. Thus, you can receive all the disclosures and notices electronically or in paper format through the paper mail delivery system. If you do not agree with this process, please let us know as described below. Please also see the paragraph immediately above that describes the consequences of your electing not to receive delivery of the notices and disclosures electronically from us.

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SERVICES AGREEMENT BETWEEN THE CITY OF

NEWARK AND GOOD CITY COMPANY
This Fourth Amendment to Contractual Services Agreement between the City of Newark, a municipal corporation, ("City"), and Good City Company, a California Corporation (“Consultant”) collectively the "Parties") dated March 2, 2021, is entered into as of October ____, 2025 for professional planning services.

WHEREAS, Section 27, Modifications, of the Agreement allows the Parties to amend the Agreement provided that the amendment is in writing signed by the Parties; and WHEREAS, the Parties desire to amend the Agreement, to increase the not-to-exceed amount to Nine Hundred Thirty-Nine Thousand Two Hundred Fifty Dollars ($939,250.00); and WHEREAS, City staff is authorized to execute this Amendment in a form approved by the City Attorney.

NOW, THEREFORE, the Parties hereby agree as follows:

1. Section 3. A. "Not to Exceed" Compensation, of the Agreement, is amended to increase the not to exceed compensation by $265,000.00, for a total not to exceed the amount of $939,250.00 (from a previous not to exceed amount of $674,250.00).

2. With the exception of the foregoing, all other terms and conditions in the Agreement, as amended, remain in force and effect.
2 City of Newark Consultant
_________________________________ _________________________________ David J. Benoun Aaron Aknin, Principal and Co-Owner
City Manager Good City Company
Dated: ___________________________ Dated: ___________________________ Attest:
__________________________________
Sheila Harrington
City Clerk
Approved as to Form:
__________________________________
Kristopher J. Kokotaylo
City Attorney
Item D. 4.

DATE 10/09/2025
TO Honorable Mayor and City Council Members
FROM Brittney Frye, Human Resources Director
SUBJECT Adopt a resolution approving amendments to the Salary Schedule in effect July 1, 2025, and July 11, 2025
SUMMARY AND RECOMMENDATION
At the June 26, 2025, City Council meeting, the City Council approved an updated salary schedule effective July 1, 2025 and subsequently approved the salary schedule effective July 11, 2025 at the July 24, 2025 City Council meeting (the Salary Schedule). Some salaries on the Salary Schedule contained rounding errors, requiring approval of the corrected pay rates. Staff recommends that the City Council adopt a resolution approving amendments to the Salary Schedule in effect July 1, 2025 and July 11, 2025, to correct discrepancies identified in the Salary Schedule.

BACKGROUND
On July 1, 2025, and July 11, 2025, the City approved updated salary schedules following previously negotiated agreements. After implementation, staff identified discrepancies between the hourly, biweekly, and annual pay rates for certain classifications. Specifically, while the step-one hourly rates were correctly calculated, rounding variances in subsequent steps resulted in slight differences within the Salary Schedule.

The California Public Employees’ Retirement System (CalPERS) requires that all pay rates included in the Salary Schedule be accurate and adopted by resolution of the City Council in compliance with Title 2, Section 570.5 of the California Code of Regulations.

DISCUSSION/ANALYSIS
Staff has conducted a thorough review of the Salary Schedule and identified and corrected all discrepancies. Adjustments were made to ensure hourly, biweekly, and annual amounts align accurately across classifications. The rounding errors were minimal, amounting to differences between two cents and ninety-five cents per hour. The majority of discrepancies did not impact current employees, as positions are either not currently active or employees currently in the positions receive pay at a step that does not require correction.

The corrected Salary Schedule is attached to this report. The classification specific changes can be found highlighted in red in the charts below.

FISCAL IMPACT
Two employees are impacted, requiring an adjustment (increase) of two cents per hour. The fiscal impact is less than $100 in Fiscal Year 2025-26.

REVIEW AND APPROVAL
Prepared by - Brittney Frye, Human Resources Director
Reviewed by - Lenka Hovorka, Assistant City Manager
Reviewed by - Krysten Lee, Finance Director
Reviewed by - Kristopher J. Kokotaylo, City Attorney
Approved by - David J. Benoun, City Manager
Attachments
Salary Schedule Resolution
Exhibit A: Revised Salary Schedule effective July 1, 2025 Exhibit B: Revised Salary Schedule effective July 11, 2025 RESOLUTION NO.

RESOLUTION OF THE CITY COUNCIL OF THE CITY OF

NEWARK APPROVING AMENDMENTS TO THE SALARY
SCHEDULE IN EFFECT JULY 1, 2025 AND JULY 11, 2025

ADOPTED PURSUANT TO CALIFORNIA CODE OF
REGULATIONS, TITLE 2, SECTION 570.5
WHEREAS, on June 26, 2025, the City the City Council approved the Salary Schedule effective July 1, 2025; and
WHEREAS, on July 24, 2025, the City the City Council approved the Salary Schedule effective July 11, 2025; and
WHEREAS, the adopted Salary Schedules contained correct base hourly, biweekly, and annual rates at step one but included discrepancies and rounding errors in the subsequent step pay rates for certain classifications; and
WHEREAS, the City desires to correct these discrepancies to ensure compliance with the California Public Employees’ Retirement System (CalPERS) requirements under Title 2, Section 570.5 of the California Code of Regulations.

NOW THEREFORE, BE IT RESOLVED that the City Council of the City of Newark hereby approves the amended Salary Schedule in effect July 1, 2025 and July 11, 2025, correcting the discrepancies identified in the previously adopted schedule as listed in the attached Exhibits A and B.

BE IT FURTHER RESOLVED that the City Manager is authorized to take all actions necessary to effectuate the intent of this Resolution.

Classification Hourly Biweekly Annual Hourly Biweekly Annual Hourly Biweekly Annual Hourly Biweekly Annual Hourly Biweekly Annual Accountant 54.64 4,371.20 113,651.20 57.38 4,590.40 119,350.40 60.25 4,820.00 125,320.00 63.25 5,060.00 131,560.00 66.42 5,313.60 138,153.60 Accounting Assistant I 38.05 3,044.00 79,144.00 39.96 3,196.80 83,116.80 41.95 3,356.00 87,256.00 44.05 3,524.00 91,624.00 46.26 3,700.80 96,220.80 Accounting Assistant II 41.84 3,347.20 87,027.20 43.93 3,514.40 91,374.40 46.12 3,689.60 95,929.60 48.43 3,874.40 100,734.40 50.86 4,068.80 105,788.80 Accounting Technician I 44.27 3,541.60 92,081.60 46.49 3,719.20 96,699.20 48.81 3,904.80 101,524.80 51.25 4,100.00 106,600.00 53.81 4,304.80 111,924.80 Accounting Technician II 48.70 3,896.00 101,296.00 51.14 4,091.20 106,371.20 53.70 4,296.00 111,696.00 56.38 4,510.40 117,270.40 59.20 4,736.00 123,136.00 Administrative Assistant 44.15 3,532.00 91,832.00 46.35 3,708.00 96,408.00 48.67 3,893.60 101,233.60 51.11 4,088.80 106,308.80 53.66 4,292.80 111,612.80 Administrative Support Specialist I 34.48 2,758.40 71,718.40 36.20 2,896.00 75,296.00 38.01 3,040.80 79,060.80 39.92 3,193.60 83,033.60 41.90 3,352.00 87,152.00 Administrative Support Specialist II 37.63 3,010.40 78,270.40 39.51 3,160.80 82,180.80 41.49 3,319.20 86,299.20 43.56 3,484.80 90,604.80 45.74 3,659.20 95,139.20 Animal Control Officer 42.90 3,432.00 89,232.00 45.05 3,604.00 93,704.00 47.30 3,784.00 98,384.00 49.67 3,973.60 103,313.60 52.15 4,172.00 108,472.00 Assistant City Manager 126.92 10,153.60 263,993.60 152.31 12,184.80 316,804.80 Assistant Engineer-Civil 57.38 4,590.40 119,350.40 60.25 4,820.00 125,320.00 63.26 5,060.80 131,580.80 66.41 5,312.80 138,132.80 69.74 5,579.20 145,059.20 Assistant Maintenance Superintendent 70.65 5,652.00 146,952.00 84.78 6,782.40 176,342.40 Assistant Planner 51.64 4,131.20 107,411.20 54.22 4,337.60 112,777.60 56.93 4,554.40 118,414.40 59.77 4,781.60 124,321.60 62.76 5,020.80 130,540.80 Assistant to the City Manager 67.29 5,383.20 139,963.20 80.75 6,460.00 167,960.00 Associate Civil Engineer 66.44 5,315.20 138,195.20 69.75 5,580.00 145,080.00 73.24 5,859.20 152,339.20 76.90 6,152.00 159,952.00 80.75 6,460.00 167,960.00 Associate Planner 59.10 4,728.00 122,928.00 62.07 4,965.60 129,105.60 65.17 5,213.60 135,553.60 68.42 5,473.60 142,313.60 71.84 5,747.20 149,427.20 Building Inspector I 56.07 4,485.60 116,625.60 58.87 4,709.60 122,449.60 61.82 4,945.60 128,585.60 64.91 5,192.80 135,012.80 68.15 5,452.00 141,752.00 Building Inspector II 58.87 4,709.60 122,449.60 61.82 4,945.60 128,585.60 64.91 5,192.80 135,012.80 68.15 5,452.00 141,752.00 71.56 5,724.80 148,844.80 Building Maintenance Mechanic I 42.01 3,360.80 87,380.80 44.13 3,530.40 91,790.40 46.32 3,705.60 96,345.60 48.65 3,892.00 101,192.00 51.08 4,086.40 106,246.40 Building Maintenance Mechanic II 46.28 3,702.40 96,262.40 48.59 3,887.20 101,067.20 51.03 4,082.40 106,142.40 53.59 4,287.20 111,467.20 56.25 4,500.00 117,000.00 Chief Building Official 96.75 7,740.00 201,240.00 117.60 9,408.00 244,608.00 Chief Information Officer/Information Technology Director 115.12 9,209.60 239,449.60 138.13 11,050.40 287,310.40 Child Care Instructor 28.15 2,252.00 58,552.00 29.58 2,366.40 61,526.40 31.06 2,484.80 64,604.80 32.61 2,608.80 67,828.80 34.27 2,741.60 71,281.60 City Clerk 81.80 6,544.00 170,144.00 98.14 7,851.20 204,131.20 City Engineer 99.44 7,955.20 206,835.20 119.33 9,546.40 248,206.40 City Manager 175.45 14,036.00 364,936.00
Communications and Public Engagement Manager 77.91 6,232.80 162,052.80 93.49 7,479.20 194,459.20 Community Development Director 115.12 9,209.60 239,449.60 138.13 11,050.40 287,310.40 Community Engagement Manager 61.63 4,930.40 128,190.40 73.96 5,916.80 153,836.80 Community Preservation Manager 77.91 6,232.80 162,052.80 93.49 7,479.20 194,459.20 Community Preservation Specialist 46.75 3,740.00 97,240.00 49.09 3,927.20 102,107.20 51.54 4,123.20 107,203.20 54.12 4,329.60 112,569.60 56.83 4,546.40 118,206.40 Community Service Officer 43.39 3,471.20 90,251.20 45.55 3,644.00 94,744.00 47.83 3,826.40 99,486.40 50.22 4,017.60 104,457.60 52.74 4,219.20 109,699.20 Crime Analyst 57.38 4,590.40 119,350.40 60.25 4,820.00 125,320.00 63.26 5,060.80 131,580.80 66.41 5,312.80 138,132.80 69.74 5,579.20 145,059.20 Deputy Community Development Director 96.75 7,740.00 201,240.00 117.60 9,408.00 244,608.00 Deputy Economic Development Director 96.75 7,740.00 201,240.00 117.60 9,408.00 244,608.00 Deputy Finance Director 96.75 7,740.00 201,240.00 117.60 9,408.00 244,608.00 Engineering Technician I 48.39 3,871.20 100,651.20 50.81 4,064.80 105,684.80 53.35 4,268.00 110,968.00 56.01 4,480.80 116,500.80 58.82 4,705.60 122,345.60 Engineering Technician II 51.82 4,145.60 107,785.60 54.41 4,352.80 113,172.80 57.13 4,570.40 118,830.40 59.99 4,799.20 124,779.20 62.99 5,039.20 131,019.20 Environmental Services Manager 77.91 6,232.80 162,052.80 93.49 7,479.20 194,459.20 Equipment Mechanic I 43.20 3,456.00 89,856.00 45.36 3,628.80 94,348.80 47.63 3,810.40 99,070.40 50.01 4,000.80 104,020.80 52.51 4,200.80 109,220.80 Equipment Mechanic II 47.56 3,804.80 98,924.80 49.94 3,995.20 103,875.20 52.43 4,194.40 109,054.40 55.06 4,404.80 114,524.80 57.81 4,624.80 120,244.80 Executive Assistant 49.07 3,925.60 102,065.60 51.52 4,121.60 107,161.60 54.10 4,328.00 112,528.00 56.80 4,544.00 118,144.00 59.64 4,771.20 124,051.20 Facilities Supervisor 63.84 5,107.20 132,787.20 67.03 5,362.40 139,422.40 70.39 5,631.20 146,411.20 73.90 5,912.00 153,712.00 77.59 6,207.20 161,387.20 Finance Director 115.12 9,209.60 239,449.60 138.13 11,050.40 287,310.40 General Laborer 31.40 2,512.00 65,312.00 32.98 2,638.40 68,598.40 34.63 2,770.40 72,030.40 36.37 2,909.60 75,649.60 38.18 3,054.40 79,414.40 Housing Policies and Programs Manager 81.80 6,544.00 170,144.00 98.14 7,851.20 204,131.20 Human Resources Director 115.12 9,209.60 239,449.60 138.13 11,050.40 287,310.40 Human Resources Technician 45.08 3,606.40 93,766.40 47.34 3,787.20 98,467.20 49.70 3,976.00 103,376.00 52.19 4,175.20 108,555.20 54.80 4,384.00 113,984.00 Information Technology Analyst 60.27 4,821.60 125,361.60 63.27 5,061.60 131,601.60 66.45 5,316.00 138,216.00 69.76 5,580.80 145,100.80 73.25 5,860.00 152,360.00 Range 24
Range 21
Range 16
Range 24
Range 12
Range 16
Range 20
Range 20
Range 20
Range 16
Range 24
Range 17
Range 17

CITY OF NEWARK
Salary Schedule Effective 7/01/2025
Step 1
Minimum
Step 2 Step 3 Step 4 Step 5
Maximum
Range 26
Range 14
Range 13
Range 20
Range 24
Classification Hourly Biweekly Annual Hourly Biweekly Annual Hourly Biweekly Annual Hourly Biweekly Annual Hourly Biweekly Annual Information Technology Technician I 44.17 3,533.60 91,873.60 46.38 3,710.40 96,470.40 48.70 3,896.00 101,296.00 51.13 4,090.40 106,350.40 53.69 4,295.20 111,675.20 Information Technology Technician II 49.47 3,957.60 102,897.60 51.94 4,155.20 108,035.20 54.54 4,363.20 113,443.20 57.27 4,581.60 119,121.60 60.13 4,810.40 125,070.40 Junior Engineer-Civil 49.57 3,965.60 103,105.60 52.05 4,164.00 108,264.00 54.65 4,372.00 113,672.00 57.39 4,591.20 119,371.20 60.26 4,820.80 125,340.80 Landscape & Parks Maintenance Worker I 39.25 3,140.00 81,640.00 41.20 3,296.00 85,696.00 43.27 3,461.60 90,001.60 45.43 3,634.40 94,494.40 47.72 3,817.60 99,257.60 Landscape & Parks Maintenance Worker II 43.22 3,457.60 89,897.60 45.39 3,631.20 94,411.20 47.65 3,812.00 99,112.00 50.03 4,002.40 104,062.40 52.53 4,202.40 109,262.40 Landscape Inspector 40.33 3,226.40 83,886.40 42.35 3,388.00 88,088.00 44.46 3,556.80 92,476.80 46.69 3,735.20 97,115.20 49.02 3,921.60 101,961.60 Lead Childcare Instructor 32.40 2,592.00 67,392.00 34.02 2,721.60 70,761.60 35.72 2,857.60 74,297.60 37.51 3,000.80 78,020.80 39.38 3,150.40 81,910.40 Maintenance Superintendent 85.90 6,872.00 178,672.00 103.07 8,245.60 214,385.60 Maintenance Supervisor 63.84 5,107.20 132,787.20 67.03 5,362.40 139,422.40 70.39 5,631.20 146,411.20 73.90 5,912.00 153,712.00 77.59 6,207.20 161,387.20 Management Analyst I 51.64 4,131.20 107,411.20 54.23 4,338.40 112,798.40 56.93 4,554.40 118,414.40 59.78 4,782.40 124,342.40 62.76 5,020.80 130,540.80 Management Analyst II 57.38 4,590.40 119,350.40 60.25 4,820.00 125,320.00 63.26 5,060.80 131,580.80 66.42 5,313.60 138,153.60 69.74 5,579.20 145,059.20 Permit Technician 43.88 3,510.40 91,270.40 46.07 3,685.60 95,825.60 48.37 3,869.60 100,609.60 50.79 4,063.20 105,643.20 53.33 4,266.40 110,926.40 Police Captain 100.41 8,032.80 208,852.80 120.50 9,640.00 250,640.00 Police Chief 124.39 9,951.00 258,726.00 149.27 11,941.20 310,471.20 Police Lieutenant 86.71 6,936.80 180,356.80 104.05 8,324.00 216,424.00 Police Officer 63.11 5,048.80 131,268.80 66.27 5,301.60 137,841.60 69.58 5,566.40 144,726.40 73.06 5,844.80 151,964.80 76.71 6,136.80 159,556.80 Police Records Supervisor 48.39 3,871.20 100,651.20 50.80 4,064.00 105,664.00 53.34 4,267.20 110,947.20 56.01 4,480.80 116,500.80 58.82 4,705.60 122,345.60 Police Sergeant 76.54 6,123.20 159,203.20 80.37 6,429.60 167,169.60 84.38 6,750.40 175,510.40 88.60 7,088.00 184,288.00 93.03 7,442.40 193,502.40 Police Support Services Manager 71.36 5,708.80 148,428.80 85.64 6,851.20 178,131.20 Principal Civil Engineer 81.80 6,544.00 170,144.00 98.14 7,851.20 204,131.20 Principal Planner 81.80 6,544.00 170,144.00 98.14 7,851.20 204,131.20 Property and Evidence Technician 41.85 3,348.00 87,048.00 43.94 3,515.20 91,395.20 46.13 3,690.40 95,950.40 48.45 3,876.00 100,776.00 50.87 4,069.60 105,809.60 Public Safety Clerk 40.83 3,266.40 84,926.40 42.87 3,429.60 89,169.60 45.01 3,600.80 93,620.80 47.26 3,780.80 98,300.80 49.63 3,970.40 103,230.40 Public Safety Dispatch Supervisor 57.90 4,632.00 120,432.00 60.80 4,864.00 126,464.00 63.83 5,106.40 132,766.40 67.03 5,362.40 139,422.40 70.38 5,630.40 146,390.40 Public Safety Dispatcher 50.09 4,007.20 104,187.20 52.60 4,208.00 109,408.00 55.22 4,417.60 114,857.60 57.98 4,638.40 120,598.40 60.88 4,870.40 126,630.40 Public Works Director 115.12 9,209.60 239,449.60 138.13 11,050.40 287,310.40 Public Works Inspector 58.88 4,710.40 122,470.40 61.83 4,946.40 128,606.40 64.92 5,193.60 135,033.60 68.16 5,452.80 141,772.80 71.57 5,725.60 148,865.60 Recreation and Community Services Director 115.12 9,209.60 239,449.60 138.13 11,050.40 287,310.40 Recreation and Community Services Supervisor I 57.39 4,591.20 119,371.20 60.26 4,820.80 125,340.80 63.26 5,060.80 131,580.80 66.44 5,315.20 138,195.20 69.75 5,580.00 145,080.00 Recreation and Community Services Supervisor II 63.27 5,061.60 131,601.60 66.45 5,316.00 138,216.00 69.76 5,580.80 145,100.80 73.25 5,860.00 152,360.00 76.91 6,152.80 159,972.80 Recreation Coordinator 45.18 3,614.40 93,974.40 47.43 3,794.40 98,654.40 49.81 3,984.80 103,604.80 52.30 4,184.00 108,784.00 54.91 4,392.80 114,212.80 Red Light Photo Enforcement Technician 41.63 3,330.40 86,590.40 43.71 3,496.80 90,916.80 45.90 3,672.00 95,472.00 48.19 3,855.20 100,235.20 50.61 4,048.80 105,268.80 Senior Accountant 63.27 5,061.60 131,601.60 66.45 5,316.00 138,216.00 69.76 5,580.80 145,100.80 73.25 5,860.00 152,360.00 76.91 6,152.80 159,972.80 Senior Administrative Support Specialist 41.40 3,312.00 86,112.00 43.47 3,477.60 90,417.60 45.65 3,652.00 94,952.00 47.93 3,834.40 99,694.40 50.33 4,026.40 104,686.40 Senior Building Inspector 61.52 4,921.60 127,961.60 64.59 5,167.20 134,347.20 67.82 5,425.60 141,065.60 71.21 5,696.80 148,116.80 74.78 5,982.40 155,542.40 Senior Building Maintenance Mechanic 50.97 4,077.60 106,017.60 53.52 4,281.60 111,321.60 56.18 4,494.40 116,854.40 59.01 4,720.80 122,740.80 61.94 4,955.20 128,835.20 Senior Civil Engineer 78.40 6,272.00 163,072.00 82.32 6,585.60 171,225.60 86.44 6,915.20 179,795.20 90.77 7,261.60 188,801.60 95.28 7,622.40 198,182.40 Senior Equipment Mechanic 52.36 4,188.80 108,908.80 54.97 4,397.60 114,337.60 57.72 4,617.60 120,057.60 60.62 4,849.60 126,089.60 63.65 5,092.00 132,392.00 Senior Information Technology Analyst 66.44 5,315.20 138,195.20 69.75 5,580.00 145,080.00 73.24 5,859.20 152,339.20 76.90 6,152.00 159,952.00 80.75 6,460.00 167,960.00 Senior Landscape & Parks Maintenance Worker 47.59 3,807.20 98,987.20 49.97 3,997.60 103,937.60 52.48 4,198.40 109,158.40 55.09 4,407.20 114,587.20 57.84 4,627.20 120,307.20 Senior Landscape Inspector 47.59 3,807.20 98,987.20 49.97 3,997.60 103,937.60 52.48 4,198.40 109,158.40 55.09 4,407.20 114,587.20 57.84 4,627.20 120,307.20 Senior Management Analyst 66.02 5,281.60 137,321.60 69.33 5,546.40 144,206.40 72.79 5,823.20 151,403.20 76.43 6,114.40 158,974.40 80.25 6,420.00 166,920.00 Senior Planner 68.42 5,473.60 142,313.60 71.84 5,747.20 149,427.20 75.43 6,034.40 156,894.40 79.21 6,336.80 164,756.80 83.17 6,653.60 172,993.60 Senior Street Maintenance Worker 47.60 3,808.00 99,008.00 49.98 3,998.40 103,958.40 52.48 4,198.40 109,158.40 55.10 4,408.00 114,608.00 57.86 4,628.80 120,348.80 Strategic Initiatives Manager 85.90 6,872.00 178,672.00 103.07 8,245.60 214,385.60 Street Maintenance Worker I 39.25 3,140.00 81,640.00 41.20 3,296.00 85,696.00 43.27 3,461.60 90,001.60 45.43 3,634.40 94,494.40 47.72 3,817.60 99,257.60 Street Maintenance Worker II 43.22 3,457.60 89,897.60 45.38 3,630.40 94,390.40 47.65 3,812.00 99,112.00 50.03 4,002.40 104,062.40 52.53 4,202.40 109,262.40 Urban Forest Supervisor 55.75 4,460.00 115,960.00 58.54 4,683.20 121,763.20 61.47 4,917.60 127,857.60 64.54 5,163.20 134,243.20 67.78 5,422.40 140,982.40 Vehicle Abatement Officer 34.29 2,743.20 71,323.20 35.99 2,879.20 74,859.20 37.80 3,024.00 78,624.00 39.70 3,176.00 82,576.00 41.67 3,333.60 86,673.60 Range 17
Range 24
Range 24
Range 18
Range 18
Range 22
Range 26-CHIEF
Range 19
Range 15
Range 17

CITY OF NEWARK
Salary Schedule Effective 7/01/2025
Step 1
Minimum
Step 2 Step 3 Step 4 Step 5
Maximum
Classification Hourly Biweekly Annual Hourly Biweekly Annual Hourly Biweekly Annual Hourly Biweekly Annual Hourly Biweekly Annual Accountant 54.64 4,371.20 113,651.20 57.38 4,590.40 119,350.40 60.25 4,820.00 125,320.00 63.25 5,060.00 131,560.00 66.42 5,313.60 138,153.60 Accounting Assistant I 38.05 3,044.00 79,144.00 39.96 3,196.80 83,116.80 41.95 3,356.00 87,256.00 44.05 3,524.00 91,624.00 46.26 3,700.80 96,220.80 Accounting Assistant II 41.84 3,347.20 87,027.20 43.93 3,514.40 91,374.40 46.12 3,689.60 95,929.60 48.43 3,874.40 100,734.40 50.86 4,068.80 105,788.80 Accounting Technician I 44.27 3,541.60 92,081.60 46.49 3,719.20 96,699.20 48.81 3,904.80 101,524.80 51.25 4,100.00 106,600.00 53.81 4,304.80 111,924.80 Accounting Technician II 48.70 3,896.00 101,296.00 51.14 4,091.20 106,371.20 53.70 4,296.00 111,696.00 56.38 4,510.40 117,270.40 59.20 4,736.00 123,136.00 Administrative Assistant 44.15 3,532.00 91,832.00 46.35 3,708.00 96,408.00 48.67 3,893.60 101,233.60 51.11 4,088.80 106,308.80 53.66 4,292.80 111,612.80 Administrative Support Specialist I 34.48 2,758.40 71,718.40 36.20 2,896.00 75,296.00 38.01 3,040.80 79,060.80 39.92 3,193.60 83,033.60 41.90 3,352.00 87,152.00 Administrative Support Specialist II 37.63 3,010.40 78,270.40 39.51 3,160.80 82,180.80 41.49 3,319.20 86,299.20 43.56 3,484.80 90,604.80 45.74 3,659.20 95,139.20 Animal Control Officer 42.90 3,432.00 89,232.00 45.05 3,604.00 93,704.00 47.30 3,784.00 98,384.00 49.67 3,973.60 103,313.60 52.15 4,172.00 108,472.00 Assistant City Manager 126.92 10,153.60 263,993.60 152.31 12,184.80 316,804.80 Assistant Engineer-Civil 57.38 4,590.40 119,350.40 60.25 4,820.00 125,320.00 63.26 5,060.80 131,580.80 66.41 5,312.80 138,132.80 69.74 5,579.20 145,059.20 Assistant Maintenance Superintendent 70.65 5,652.00 146,952.00 84.78 6,782.40 176,342.40 Assistant Planner 51.64 4,131.20 107,411.20 54.22 4,337.60 112,777.60 56.93 4,554.40 118,414.40 59.77 4,781.60 124,321.60 62.76 5,020.80 130,540.80 Assistant to the City Manager 67.29 5,383.20 139,963.20 80.75 6,460.00 167,960.00 Associate Civil Engineer 66.44 5,315.20 138,195.20 69.75 5,580.00 145,080.00 73.24 5,859.20 152,339.20 76.90 6,152.00 159,952.00 80.75 6,460.00 167,960.00 Associate Planner 59.10 4,728.00 122,928.00 62.07 4,965.60 129,105.60 65.17 5,213.60 135,553.60 68.42 5,473.60 142,313.60 71.84 5,747.20 149,427.20 Building Inspector I 56.07 4,485.60 116,625.60 58.87 4,709.60 122,449.60 61.82 4,945.60 128,585.60 64.91 5,192.80 135,012.80 68.15 5,452.00 141,752.00 Building Inspector II 58.87 4,709.60 122,449.60 61.82 4,945.60 128,585.60 64.91 5,192.80 135,012.80 68.15 5,452.00 141,752.00 71.56 5,724.80 148,844.80 Building Maintenance Mechanic I 42.01 3,360.80 87,380.80 44.13 3,530.40 91,790.40 46.32 3,705.60 96,345.60 48.65 3,892.00 101,192.00 51.08 4,086.40 106,246.40 Building Maintenance Mechanic II 46.28 3,702.40 96,262.40 48.59 3,887.20 101,067.20 51.03 4,082.40 106,142.40 53.59 4,287.20 111,467.20 56.25 4,500.00 117,000.00 Chief Building Official 96.75 7,740.00 201,240.00 117.60 9,408.00 244,608.00 Chief Information Officer/Information Technology Director 115.12 9,209.60 239,449.60 138.13 11,050.40 287,310.40 Child Care Instructor 28.15 2,252.00 58,552.00 29.58 2,366.40 61,526.40 31.06 2,484.80 64,604.80 32.61 2,608.80 67,828.80 34.27 2,741.60 71,281.60 City Clerk 81.80 6,544.00 170,144.00 98.14 7,851.20 204,131.20 City Engineer 99.44 7,955.20 206,835.20 119.33 9,546.40 248,206.40 City Manager 175.45 14,036.00 364,936.00
Communications and Public Engagement Manager 77.91 6,232.80 162,052.80 93.49 7,479.20 194,459.20 Community Development Director 115.12 9,209.60 239,449.60 138.13 11,050.40 287,310.40 Community Engagement Manager 70.65 5,652.00 146,952.00 84.78 6,782.40 176,342.40 Community Preservation Manager 77.91 6,232.80 162,052.80 93.49 7,479.20 194,459.20 Community Preservation Specialist 46.75 3,740.00 97,240.00 49.09 3,927.20 102,107.20 51.54 4,123.20 107,203.20 54.12 4,329.60 112,569.60 56.83 4,546.40 118,206.40 Community Service Officer 43.39 3,471.20 90,251.20 45.55 3,644.00 94,744.00 47.83 3,826.40 99,486.40 50.22 4,017.60 104,457.60 52.74 4,219.20 109,699.20 Crime Analyst 57.38 4,590.40 119,350.40 60.25 4,820.00 125,320.00 63.26 5,060.80 131,580.80 66.41 5,312.80 138,132.80 69.74 5,579.20 145,059.20 Deputy Community Development Director 96.75 7,740.00 201,240.00 117.60 9,408.00 244,608.00 Deputy Economic Development Director 96.75 7,740.00 201,240.00 117.60 9,408.00 244,608.00 Deputy Finance Director 96.75 7,740.00 201,240.00 117.60 9,408.00 244,608.00 Engineering Technician I 48.39 3,871.20 100,651.20 50.81 4,064.80 105,684.80 53.35 4,268.00 110,968.00 56.01 4,480.80 116,500.80 58.82 4,705.60 122,345.60 Engineering Technician II 51.82 4,145.60 107,785.60 54.41 4,352.80 113,172.80 57.13 4,570.40 118,830.40 59.99 4,799.20 124,779.20 62.99 5,039.20 131,019.20 Environmental Services Manager 77.91 6,232.80 162,052.80 93.49 7,479.20 194,459.20 Equipment Mechanic I 43.20 3,456.00 89,856.00 45.36 3,628.80 94,348.80 47.63 3,810.40 99,070.40 50.01 4,000.80 104,020.80 52.51 4,200.80 109,220.80 Equipment Mechanic II 47.56 3,804.80 98,924.80 49.94 3,995.20 103,875.20 52.43 4,194.40 109,054.40 55.06 4,404.80 114,524.80 57.81 4,624.80 120,244.80 Executive Assistant 49.07 3,925.60 102,065.60 51.52 4,121.60 107,161.60 54.10 4,328.00 112,528.00 56.80 4,544.00 118,144.00 59.64 4,771.20 124,051.20 Facilities Supervisor 63.84 5,107.20 132,787.20 67.03 5,362.40 139,422.40 70.39 5,631.20 146,411.20 73.90 5,912.00 153,712.00 77.59 6,207.20 161,387.20 Finance Director 115.12 9,209.60 239,449.60 138.13 11,050.40 287,310.40 General Laborer 31.40 2,512.00 65,312.00 32.98 2,638.40 68,598.40 34.63 2,770.40 72,030.40 36.37 2,909.60 75,649.60 38.18 3,054.40 79,414.40 Housing Policies and Programs Manager 81.80 6,544.00 170,144.00 98.14 7,851.20 204,131.20 Human Resources Director 115.12 9,209.60 239,449.60 138.13 11,050.40 287,310.40 Human Resources Technician 45.08 3,606.40 93,766.40 47.34 3,787.20 98,467.20 49.70 3,976.00 103,376.00 52.19 4,175.20 108,555.20 54.80 4,384.00 113,984.00 Information Technology Analyst 60.27 4,821.60 125,361.60 63.27 5,061.60 131,601.60 66.45 5,316.00 138,216.00 69.76 5,580.80 145,100.80 73.25 5,860.00 152,360.00 Range 17

CITY OF NEWARK
Salary Schedule Effective 7/11/2025
Step 1
Minimum
Step 2 Step 3 Step 4 Step 5
Maximum
Range 26
Range 14
Range 13
Range 20
Range 24
Range 24
Range 21
Range 16
Range 24
Range 14
Range 16
Range 20
Range 20
Range 20
Range 16
Range 24
Range 17
Classification Hourly Biweekly Annual Hourly Biweekly Annual Hourly Biweekly Annual Hourly Biweekly Annual Hourly Biweekly Annual Information Technology Technician I 44.17 3,533.60 91,873.60 46.38 3,710.40 96,470.40 48.70 3,896.00 101,296.00 51.13 4,090.40 106,350.40 53.69 4,295.20 111,675.20 Information Technology Technician II 49.47 3,957.60 102,897.60 51.94 4,155.20 108,035.20 54.54 4,363.20 113,443.20 57.27 4,581.60 119,121.60 60.13 4,810.40 125,070.40 Junior Engineer-Civil 49.57 3,965.60 103,105.60 52.05 4,164.00 108,264.00 54.65 4,372.00 113,672.00 57.39 4,591.20 119,371.20 60.26 4,820.80 125,340.80 Landscape & Parks Maintenance Worker I 39.25 3,140.00 81,640.00 41.20 3,296.00 85,696.00 43.27 3,461.60 90,001.60 45.43 3,634.40 94,494.40 47.72 3,817.60 99,257.60 Landscape & Parks Maintenance Worker II 43.22 3,457.60 89,897.60 45.39 3,631.20 94,411.20 47.65 3,812.00 99,112.00 50.03 4,002.40 104,062.40 52.53 4,202.40 109,262.40 Landscape Inspector 40.33 3,226.40 83,886.40 42.35 3,388.00 88,088.00 44.46 3,556.80 92,476.80 46.69 3,735.20 97,115.20 49.02 3,921.60 101,961.60 Lead Childcare Instructor 32.40 2,592.00 67,392.00 34.02 2,721.60 70,761.60 35.72 2,857.60 74,297.60 37.51 3,000.80 78,020.80 39.38 3,150.40 81,910.40 Maintenance Superintendent 85.90 6,872.00 178,672.00 103.07 8,245.60 214,385.60 Maintenance Supervisor 63.84 5,107.20 132,787.20 67.03 5,362.40 139,422.40 70.39 5,631.20 146,411.20 73.90 5,912.00 153,712.00 77.59 6,207.20 161,387.20 Management Analyst I 51.64 4,131.20 107,411.20 54.23 4,338.40 112,798.40 56.93 4,554.40 118,414.40 59.78 4,782.40 124,342.40 62.76 5,020.80 130,540.80 Management Analyst II 57.38 4,590.40 119,350.40 60.25 4,820.00 125,320.00 63.26 5,060.80 131,580.80 66.42 5,313.60 138,153.60 69.74 5,579.20 145,059.20 Permit Technician 43.88 3,510.40 91,270.40 46.07 3,685.60 95,825.60 48.37 3,869.60 100,609.60 50.79 4,063.20 105,643.20 53.33 4,266.40 110,926.40 Police Captain 107.44 8,595.20 223,475.20 128.94 10,315.20 268,195.20 Police Chief 124.39 9,951.00 258,726.00 149.27 11,941.20 310,471.20 Police Lieutenant 92.78 7,422.40 192,982.40 111.33 8,906.40 231,566.40 Police Officer 63.11 5,048.80 131,268.80 66.27 5,301.60 137,841.60 69.58 5,566.40 144,726.40 73.06 5,844.80 151,964.80 76.71 6,136.80 159,556.80 Police Records Supervisor 48.39 3,871.20 100,651.20 50.80 4,064.00 105,664.00 53.34 4,267.20 110,947.20 56.01 4,480.80 116,500.80 58.82 4,705.60 122,345.60 Police Sergeant 76.54 6,123.20 159,203.20 80.37 6,429.60 167,169.60 84.38 6,750.40 175,510.40 88.60 7,088.00 184,288.00 93.03 7,442.40 193,502.40 Police Support Services Manager 81.80 6,544.00 170,144.00 98.14 7,851.20 204,131.20 Principal Civil Engineer 81.80 6,544.00 170,144.00 98.14 7,851.20 204,131.20 Principal Planner 81.80 6,544.00 170,144.00 98.14 7,851.20 204,131.20 Property and Evidence Technician 41.85 3,348.00 87,048.00 43.94 3,515.20 91,395.20 46.13 3,690.40 95,950.40 48.45 3,876.00 100,776.00 50.87 4,069.60 105,809.60 Public Safety Clerk 40.83 3,266.40 84,926.40 42.87 3,429.60 89,169.60 45.01 3,600.80 93,620.80 47.26 3,780.80 98,300.80 49.63 3,970.40 103,230.40 Public Safety Dispatch Supervisor 57.90 4,632.00 120,432.00 60.80 4,864.00 126,464.00 63.83 5,106.40 132,766.40 67.03 5,362.40 139,422.40 70.38 5,630.40 146,390.40 Public Safety Dispatcher 50.09 4,007.20 104,187.20 52.60 4,208.00 109,408.00 55.22 4,417.60 114,857.60 57.98 4,638.40 120,598.40 60.88 4,870.40 126,630.40 Public Works Director 115.12 9,209.60 239,449.60 138.13 11,050.40 287,310.40 Public Works Inspector 58.88 4,710.40 122,470.40 61.83 4,946.40 128,606.40 64.92 5,193.60 135,033.60 68.16 5,452.80 141,772.80 71.57 5,725.60 148,865.60 Recreation and Community Services Director 115.12 9,209.60 239,449.60 138.13 11,050.40 287,310.40 Recreation and Community Services Supervisor I 57.39 4,591.20 119,371.20 60.26 4,820.80 125,340.80 63.26 5,060.80 131,580.80 66.44 5,315.20 138,195.20 69.75 5,580.00 145,080.00 Recreation and Community Services Supervisor II 63.27 5,061.60 131,601.60 66.45 5,316.00 138,216.00 69.76 5,580.80 145,100.80 73.25 5,860.00 152,360.00 76.91 6,152.80 159,972.80 Recreation Coordinator 45.18 3,614.40 93,974.40 47.43 3,794.40 98,654.40 49.81 3,984.80 103,604.80 52.30 4,184.00 108,784.00 54.91 4,392.80 114,212.80 Red Light Photo Enforcement Technician 41.63 3,330.40 86,590.40 43.71 3,496.80 90,916.80 45.90 3,672.00 95,472.00 48.19 3,855.20 100,235.20 50.61 4,048.80 105,268.80 Senior Accountant 63.27 5,061.60 131,601.60 66.45 5,316.00 138,216.00 69.76 5,580.80 145,100.80 73.25 5,860.00 152,360.00 76.91 6,152.80 159,972.80 Senior Administrative Support Specialist 41.40 3,312.00 86,112.00 43.47 3,477.60 90,417.60 45.65 3,652.00 94,952.00 47.93 3,834.40 99,694.40 50.33 4,026.40 104,686.40 Senior Building Inspector 61.52 4,921.60 127,961.60 64.59 5,167.20 134,347.20 67.82 5,425.60 141,065.60 71.21 5,696.80 148,116.80 74.78 5,982.40 155,542.40 Senior Building Maintenance Mechanic 50.97 4,077.60 106,017.60 53.52 4,281.60 111,321.60 56.18 4,494.40 116,854.40 59.01 4,720.80 122,740.80 61.94 4,955.20 128,835.20 Senior Civil Engineer 78.40 6,272.00 163,072.00 82.32 6,585.60 171,225.60 86.44 6,915.20 179,795.20 90.77 7,261.60 188,801.60 95.28 7,622.40 198,182.40 Senior Equipment Mechanic 52.36 4,188.80 108,908.80 54.97 4,397.60 114,337.60 57.72 4,617.60 120,057.60 60.62 4,849.60 126,089.60 63.65 5,092.00 132,392.00 Senior Information Technology Analyst 66.44 5,315.20 138,195.20 69.75 5,580.00 145,080.00 73.24 5,859.20 152,339.20 76.90 6,152.00 159,952.00 80.75 6,460.00 167,960.00 Senior Landscape & Parks Maintenance Worker 47.59 3,807.20 98,987.20 49.97 3,997.60 103,937.60 52.48 4,198.40 109,158.40 55.09 4,407.20 114,587.20 57.84 4,627.20 120,307.20 Senior Landscape Inspector 47.59 3,807.20 98,987.20 49.97 3,997.60 103,937.60 52.48 4,198.40 109,158.40 55.09 4,407.20 114,587.20 57.84 4,627.20 120,307.20 Senior Management Analyst 66.02 5,281.60 137,321.60 69.33 5,546.40 144,206.40 72.79 5,823.20 151,403.20 76.43 6,114.40 158,974.40 80.25 6,420.00 166,920.00 Senior Planner 68.42 5,473.60 142,313.60 71.84 5,747.20 149,427.20 75.43 6,034.40 156,894.40 79.21 6,336.80 164,756.80 83.17 6,653.60 172,993.60 Senior Street Maintenance Worker 47.60 3,808.00 99,008.00 49.98 3,998.40 103,958.40 52.48 4,198.40 109,158.40 55.10 4,408.00 114,608.00 57.86 4,628.80 120,348.80 Strategic Initiatives Manager 85.90 6,872.00 178,672.00 103.07 8,245.60 214,385.60 Street Maintenance Worker I 39.25 3,140.00 81,640.00 41.20 3,296.00 85,696.00 43.27 3,461.60 90,001.60 45.43 3,634.40 94,494.40 47.72 3,817.60 99,257.60 Street Maintenance Worker II 43.22 3,457.60 89,897.60 45.38 3,630.40 94,390.40 47.65 3,812.00 99,112.00 50.03 4,002.40 104,062.40 52.53 4,202.40 109,262.40 Urban Forest Supervisor 55.75 4,460.00 115,960.00 58.54 4,683.20 121,763.20 61.47 4,917.60 127,857.60 64.54 5,163.20 134,243.20 67.78 5,422.40 140,982.40 Vehicle Abatement Officer 34.29 2,743.20 71,323.20 35.99 2,879.20 74,859.20 37.80 3,024.00 78,624.00 39.70 3,176.00 82,576.00 41.67 3,333.60 86,673.60

CITY OF NEWARK
Salary Schedule Effective 7/11/2025
Step 1
Minimum
Step 2 Step 3 Step 4 Step 5
Maximum
Range 17
Range 24
Range 24
Range 18
Range 18
Range 22 - CAP
Range 26 - CHIEF
Range 19 - LT
Range 17
Range 17
Item F. 1.

DATE 10/09/2025
TO Honorable Mayor and City Council Members
FROM Brittney Frye, Human Resources Director
SUBJECT Adopt a resolution approving an amendment to the Compensation and Benefit Plan for Management, Supervisory, and Professional Employees updating the executive compensation for the Police Chief by incorporation of General Leave and retirement formula provisions
SUMMARY AND RECOMMENDATION
Staff recommends that the City Council adopt a resolution amending the Compensation and Benefit Plan for Management, Supervisory, and Professional Employees (Plan) to:
(1) incorporate General Leave provisions consistent with the Newark Police Management Association (NPMA) Memorandum of Understanding (MOU) and applicable to the Police Chief classification; (2) add detail to special pays that are already listed in the Plan; and (3) confirm the CalPERS retirement formulas applicable to sworn employees, which had not been previously included in the Plan.

BACKGROUND
City Council adopted the Compensation and Benefit Plan for Management, Supervisory, and Professional Employees (Plan) effective July 1, 2025, to establish salary and benefit provisions for management, supervisory, and professional staff. At the time of adoption, negotiations with the Newark Police Management Association (NPMA) were not yet finalized, and as a result, the General Leave provisions applicable to the Police Chief and contained in the NPMA Memorandum of Understanding (MOU) were not incorporated into the Plan.

Additionally, while the City has long provided retirement benefits through CalPERS, the specific formulas applicable to sworn Classic Members and PEPRA Members were not previously included in the Plan. This amendment corrects that omission by incorporating the retirement provisions already in effect. While making this change, staff also noticed a list of benefits applicable to the Police Chief including longevity pay, uniform allowance, and education incentive pay, referencing the NPMA MOU for further details. To be clear and transparent about all benefits the Police Chief receives, the amendment includes a full description of these benefits, rather than solely a reference.

Following the conclusion of negotiations and the adoption of the NPMA MOU on July 24, 2025, staff identified the need to update the Police Chief’s benefits so that they reflect all relevant provisions.

DISCUSSION/ANALYSIS
The proposed action amends Section II.A and Attachment B Sections III.B. and VI; and adds Attachment C of the Plan to incorporate all provisions from the NPMA MOU into the Police Chief’s compensation and benefits package. Amendments are attached in redline. This update is consistent with the intent of the Plan, which provides that certain benefits for the Police Chief are to align with NPMA, and ensures uniformity across police management.

The proposed action also amends Section VI of the Plan to confirm the CalPERS retirement formulas applicable to sworn Classic and PEPRA members, as follows:

Classic Members: 3% @ 50 with single-year highest compensation, military service credit, indexed level 1959 survivor benefits, a 9% employee contribution, plus up to 4% additional contribution based on the employer rate formula, for a total of 13% pre-tax contribution. Classic Members also contribute additional amounts if the employer rate exceeds 17%, up to a maximum of 25%.

1. PEPRA Members: 2.7% @ 57 in accordance with the Public Employees’ Pension Reform Act of 2013. PEPRA members contribute half the normal cost plus an additional 1.5%, unless eliminated by CalPERS contract amendment.

2. These amendments are administrative and clarifying in nature and do not provide benefits beyond those already established through City Council’s previously provided authority.

Typically this item would appear as a consent item calendar. However, Senate Bill (SB) 1436, requires that actions related to compensation involving department heads or other local agency executives include an oral report prior to action. As a result, staff will give a brief oral report on this item to the City Council.

FISCAL IMPACT
The fiscal impact of this action is approximately $14,000 and is within the authority previously provided by City Council.

REVIEW AND APPROVAL
Prepared by - Brittney Frye, Human Resources Director
Reviewed by - Lenka Hovorka, Assistant City Manager
Reviewed by - Krysten Lee, Finance Director
Reviewed by - Kristopher J. Kokotaylo, City Attorney
Approved by - David J. Benoun, City Manager
Attachments
Resolution - Compensation and Benefit Plan Amendment
Redlined Compensation and Benefit Plan
Revised Compensation and Benefit Plan
RESOLUTION NO.

RESOLUTION OF THE CITY COUNCIL OF THE CITY OF
NEWARK AMENDING THE COMPENSATION AND
BENEFIT PLAN FOR MANAGEMENT, SUPERVISORY, AND
PROFESSIONAL EMPLOYEES UPDATING THE EXECUTIVE
COMPENSATION FOR THE POLICE CHIEF TO
INCORPORATE GENERAL LEAVE AND RETIREMENT
FORMULA PROVISIONS
WHEREAS, the City Council adopted the Compensation and Benefits Plan for Management, Supervisory, and Professional Employees (Plan) to establish salary and benefit provisions for management, supervisory, and professional staff; and WHEREAS, at the time of adoption, negotiations with the Newark Police Management Association (NPMA) were not yet finalized, and the General Leave provisions applicable to the Police Chief and contained in the NPMA Memorandum of Understanding (MOU), were therefore not incorporated into the Plan for the Police Chief classification; and WHEREAS, the NPMA MOU has since been ratified, and the City Council wishes to update the Plan to include those General Leave provisions for the Police Chief; and WHEREAS, it is recommended that other provisions in the NPMA MOU applicable to the Police Chief are stated in greater detail to ensure accuracy and transparency; and WHEREAS, the City has long provided retirement benefits through the California Public Employees’ Retirement System (CalPERS), including the 3% @ 50 formula for sworn Classic Members and the 2.7% @ 57 formula for sworn PEPRA Members; and WHEREAS, the specific CalPERS retirement formulas applicable to sworn employees were not previously included in the Plan, and the City Council wishes to incorporate these provisions for clarity and consistency; and
WHEREAS, pursuant to Senate Bill (SB) 1436, proposed changes to executive compensation must be discussed in an open and public meeting, with the details orally disclosed prior to Council action.

NOW THEREFORE, BE IT RESOLVED that the City Council of the City of Newark hereby approves and authorizes an amendment to the Compensation and Benefit Plan for Management, Supervisory, and Professional Employees, to: (1) incorporate the General Leave provisions outlined in the NPMA MOU into the Police Chief’s benefits; (2) add detail to special pays that are already listed in the Plan; and (3) confirm the CalPERS retirement formulas applicable to sworn Classic and PEPRA members.

BE IT FURTHER RESOLVED that the City Manager is authorized to take all actions necessary to effectuate the intent of this Resolution.

EXHIBIT A

CITY OF NEWARK

COMPENSATION AND BENEFIT PLAN

FOR THE

MANAGEMENT, SUPERVISORY, AND PROFESSIONAL EMPLOYEE GROUP JULY 1, 2025 THROUGH JUNE 30, 2028
Adopted: June 26, 2025
Attachments
A Management, Supervisory, and Professional Pay Plan
B General Leave Plan
BC Police Chief Benefits
Section

TABLE OF CONTENTS
Page
I. Term 1
II. Salary Increase 1
III. Hours of Work 3
IV. Acting/Special Assignment Pay 4
V. Deferred Compensation 4
VI. Retirement Benefits 5
VII. Health and Welfare Programs 7
VIII. Life Insurance 10
IX. Educational Reimbursement 10
X. Travel Expense Reimbursement 12
XI. Recreation Benefits 12
XII. Proration of Holiday, General, & Bereavement Leave Accruals For Regular Part-Time Employees (RPT)
12 XIII. Management Leave 13
XIV. General Leave 13
XV. Sick Leave 13
XVI. Bereavement Leave & Reproductive Loss Leave 13
XVII. Holidays 14
1 COMPENSATION AND BENEFIT PLAN FOR THE MANAGEMENT,

SUPERVISORY, & PROFESSIONAL EMPLOYEE GROUP
I. TERM
This plan shall be in effect from July 1, 2025 through June 30, 2028.

II. SALARY INCREASE
The classifications listed below of management, supervisory, and professional personnel shall be compensated pursuant to the Management, Supervisory, and Professional Pay Plan as set forth in Attachment A attached hereto and incorporated herein by this reference.

Management, Supervisory, and Professional Classifications Classification
Accountant
Accounting Manager
Assistant to the City Manager
Assistant City Manager
Assistant Engineer-Civil
Assistant Maintenance Superintendent
Assistant Planner
Associate Civil Engineer
Associate Planner
Chief Building Official
Chief Information Officer/Information Technology Director (Dept Head)* City Clerk
City Engineer
Communications and Public Engagement Manager
Community Development Director (Dept. Head)*
Community Preservation Manager
Crime Analyst
Deputy Community Development Director
Deputy Economic Development Director
Deputy Finance Director
Environmental Services Manager
Facilities Supervisor
Finance Director (Dept. Head)*
Housing Policies and Programs Manager
Human Resources Director (Dept. Head)*
Information Technology Analyst
Junior Engineer-Civil
Maintenance Superintendent
Maintenance Supervisor
Management Analyst I/II
Plan Check Engineer
2 Planning Manager
Police Chief (Dept. Head)*
Principal Civil Engineer
Principal Planner
Public Works Director (Dept. Head)*
Recreation and Community Services Director (Dept. Head)* Recreation and Community Services Manager
Recreation Supervisor I/II
Senior Accountant
Senior Civil Engineer
Senior Information Technology Analyst
Senior Management Analyst
Senior Planner
Senior Recreation Supervisor
Strategic Initiatives Manager
Urban Forest Supervisor
*The Newark Executive Management Team, including all department heads and the Assistant City Manager are at-will positions.

Effective July 1, 2025, the total compensation salary ranges for management, supervisory, and professional classifications shall be increased four percent (4.0%). All regular management, supervisory, and professional employees shall receive a four percent (4.0%) salary increase.

Effective July 1, 2026, the total compensation salary ranges for management, supervisory, and professional classifications shall be increased three and one-half percent (3.5%). All regular management, supervisory, and professional employees shall receive a three and one-half percent (3.5%) salary increase.

Effective July 1, 2027, the total compensation salary ranges for management, supervisory, and professional classifications shall be increased three and one-half percent (3.5%). All regular management, supervisory, and professional employees shall receive a three and one-half percent (3.5%) salary increase.

Executive Management Team shall include the City Manager, the Assistant City Manager, the City Attorney and those classifications designated as Department Heads.

A. Police Chief Compensation: The Police Chief is not eligible to receive the salary increases outlined in Section II above and instead shall receive salary increases in Section II (B). The Police Chief will receive all benefits within this Compensation and Benefits Plan with the exception of benefits where the classification is expressly excluded. The Police Chief shall also receive all benefits outlined in Attachment C, Police Chief Benefits. Longevity Pay, Uniform Allowance, General Leave Conversion to Pay, and Education Incentive Pay consistent with the Newark Police Management Association (NPMA) Memorandum of Understanding.

B. Effective July 1, 2025, the total compensation salary range for Police Chief shall be increased seven percent (7%).
3 Effective July 1, 2026, the total compensation salary range for Police Chief shall be increased by five percent (5%).

Effective July 1, 2027, the total compensation salary range for Police Chief shall be increased by five percent (5%).

III. HOURS OF WORK
A. Full-time management, supervisory, and professional employees work forty (40) hours per week and as necessary. The Nine/Eighty (9/80) is the standard work schedule that equates to forty (40) hours per week in a two (2) week period.

Typically, an employee assigned to this work schedule will work nine (9) hours per day for four (4) days and one (1) day of eight (8) hours in one (1) week (fortyfour (44) hours) and then nine (9) hours per day for four (4) days in the next week thirty-six (36) hours). The City Manager may revise the standard work schedule upon reasonable notice.

B. City offices will be closed for business during the December holiday season. Nonessential employees, as determined by the City Manager, will participate in a four (4) day furlough. Employees may use general leave, management leave, or floating holidays during the furlough.

C. Eligible employees on leave of absence without pay due to the furlough shall be paid holiday pay for holidays occurring during the furlough. Employees on an approved leave of absence without pay that started before December 10 and extends through or beyond December 31 will not be affected by the furlough and will not be eligible for holiday pay.

D. Employees who elect a leave of absence without pay for the furlough may request up to a four (4) day salary advance. Repayment of a salary advance for the furlough may be spread over a period of time provided that:

1. the salary advance is submitted to payroll by June 1 preceding the furlough,

2. the salary advance is fully repaid no later than the last full pay period of the calendar year, so all payments occur within the same calendar and fiscal year of the furlough,

3. payments begin no earlier than July 1 of the impacted calendar year, and

4. the repayment plan is approved by the Finance Director, or designee prior to the furlough.

E. Alternatives to the nine/eighty (9/80) work schedule will be subject to the approval of the City Manager.
4 IV. ACTING/SPECIAL ASSIGNMENT PAY
A. Management, supervisory, and professional employees are eligible for premium pay of five percent (5%) over base salary or the bottom of the higher classification, whichever is greater, while acting in a higher classification when assigned and prescribed by the City Manager. An employee shall not receive an increase that is higher than the top of the range of the higher classification.

B. The City agrees to pay regular full-time employees bilingual assignment pay of one hundred dollars ($100.00) per month. Regular part-time employees scheduled to work thirty to thirty-five (30-35) hours per week will receive bilingual assignment pay of seventy-five dollars ($75.00) per month and regular part-time employees scheduled to work twenty to twenty-five (20-25) hours per week will receive bilingual assignment pay of fifty dollars ($50.00) per month. Eligibility for bilingual assignment pay shall be based on the provisions outlined in Administrative Regulation 0522.

V. DEFERRED COMPENSATION
A. The Newark Executive Management Team shall receive and participate in the following Deferred Compensation 401(a) Plan provisions:

1. The Employer shall contribute on behalf of each participant six percent (6%) of their earnings for the Plan Year.

2. Each participant is required to contribute six percent (6%) of their earnings for the Plan Year as a condition of participation.

Said participant contribution shall be included in total compensation for the purpose of computation in the Public Employees Retirement System.

B. ICMA-RC VantageCare Retirement Health Savings (RHS) plan.

The Newark Executive Management Team will participate in the RHS plan on a mandatory basis. The mandatory contribution will consist of the one hundred dollar ($100.00) monthly Health and Welfare Allowance. The one hundred dollar ($100.00) monthly allowance will be automatically deferred to the RHS plan. Specifics of the plan and any additional mandatory contributions are described and available in the plan summary.
5 C. Implementation of Section 414(h)(2) of the United States Internal Revenue Code (IRC).

1. Pick-up of Employee Contributions
a. Pursuant to the provisions of this Agreement, the City shall make employee contributions on behalf of employees, and such contributions shall be treated as employer contributions in determining tax treatment under the IRC of the United States. Such contributions are being made by the City in lieu of employee contributions.
b. Employee contributions made under paragraph a. shall be paid from the same source of funds as used in paying the wages to affected employees.
c. Employee contributions made by the City under paragraph a. shall be treated for all purposes other than taxation in the same manner and to the same extent as employee contributions made prior to the effective date of this Agreement.
d. The employee does not have the option to receive the City's contributed amount paid pursuant to this Agreement directly instead of having it paid to the retirement system.

2. Wage Adjustment
Notwithstanding any provision in the current agreement to the contrary, the wages of employees shall be reduced by the amount of employee contributions made by the City pursuant to the provisions hereof.

3. Limitations to Operability
Section V. C. shall be operative only as long as the City of Newark pick-up of employee retirement contributions continues to be excludable from the gross income of the employee under the provisions of the IRC.

VI. RETIREMENT BENEFITS
A. All Management employees who were appointed prior to January 1, 2013 and all “Classic Members” (as defined by CalPERS) are referred herein either as “Classic Members” or as “Classic”.

B. The City shall continue to provide to all non-sworn Classic management employees a retirement formula known as two and one-half percent at fifty-five (2.5% at 55) together with single year highest compensation, pre-retirement optional settlement level 2 death benefit, military service credit for prior service, and the indexed level 1959 Survivor Benefit options of the CalPERS pension plan. NonSworn Classic Members continue to pay the eight percent (8%) employee rate for 6 the two and one-half percent at fifty-five formula (2.5% at 55) plus continue to pay up to three and four hundred sixty-eight thousandths percent (3.468%) of an additional contribution in accordance with the following formula for a total tax deferred contribution of eleven and four hundred sixty-eight thousandths percent (11.468%).

Non-sworn Classic members will contribute a matching percentage of salary in the form of an increase in employee contribution rate during the term of this agreement if the CalPERS Miscellaneous Plan employer actuarial rate for the two and one-half percent at fifty-five (2.5% at 55) retirement formula exceeds ten percent (10.00%) to a maximum of sixteen and nine hundred thirty-six thousandths percent (16.936%). In the event that the employer rate exceeds sixteen and nine hundred thirty-six thousandths percent (16.936%), the City shall be responsible for any increase above sixteen and nine hundred thirty-six thousandths percent (16.936%). In subsequent years of the term of the agreement, if the rate over ten percent (10.00%) decreases, non-sworn Classic members’ matching percentage of salary will be reduced by the above formula. Employer rate reductions below ten percent (10.00%) will not be shared under the above formula.

The following is for illustrative purposes only:

If the CalPERS Miscellaneous Plan employer actuarial rate increases to ten percent (10.00%), each Classic non-sworn member would contribute zero (-0-) from their salary to pay for the retirement benefit. If the rate increases three percent (3.0%), each non-sworn Classic member would contribute half of the three percent (3.00%) increase , one and one-half percent (1.50%) from their salary to pay for the retirement benefit. The City would then be responsible for the matching one and one-half percent (1.50%). If the rate decreased by three percent (3.0%), the non-sworn Classic member would no longer contribute the additional one and one- half percent (1.50%)of their salary towards the employer rate to pay for the retirement benefit.

C. The City shall continue to provide to all sworn Classic employees a retirement formula known as three percent at fifty (3% at 50) together with single year highest compensation, military service credit for prior service, and the indexed level 1959 survivor benefit options of the CalPERS pension plan. Sworn Classic employees continue to pay the nine percent (9%) employee rate for the three percent at fifty (3% at 50) retirement formula plus continue to pay up to four percent (4%) of an additional contribution in accordance with the following formula for a current total pre-tax contribution of thirteen percent (13%).

Sworn Classic employees will contribute a matching percentage of salary in the form of an increase in employee contribution rate during the term of this agreement if the CalPERS Safety Plan employer actuarial rate for the three percent at fifty (3% at 50) retirement formula exceeds seventeen percent (17%) to a maximum of twenty-five percent (25%). In the event that the employer rate 7 exceeds twenty-five percent (25%), the City shall be responsible for any increase above twenty-five percent (25%). In subsequent years, if the rate over seventeen percent (17%) decreases, the sworn Classic employees matching percentage of salary in the form of the employee contribution rate will be reduced by the above formula. Employer rate reductions below seventeen percent (17%) will not be shared with sworn Classic employees under the above formula.

The following example is for illustrative purposes only:

If the CalPERS Safety Plan employer actuarial rate for the three percent at fifty (3% at 50) retirement formula increased from seventeen percent (17%) to twenty percent (20%) effective July 1, 2026, the sworn Classic members’ rate would increase from nine percent (9%) to ten and one-half percent (10.5%).

The City would then be responsible for the matching one and one-half percent (1.5%). If the rate decreased from twenty percent (20%) to eighteen percent (18%), the sworn Classic members’ rate would decrease by one percent (1%).

The members’ rate increase or decrease would be done through a contract amendment with CalPERS and the City.

C.D. The City shall provide to all non-sworn Management employees who were appointed on or after January 1, 2013 who are non-sworn PEPRA Members (as defined by CalPERS) a retirement formula known as two percent at sixty-two (2% at 62) in accordance with the Public Employees’ Pension Reform Act of 2013.

Non-sworn Management employees who were appointed on or after January 1, 2013 who are PEPRA Members (as defined by CalPERS) will contribute half the normal cost of the two percent at sixty-two (2% at 62) plan as required by the Public Employees’ Pension Reform Act of 2013.

In addition to paying the employee rate, non-sworn PEPRA Members will pay the same percentage of an additional contribution as non-sworn Classic Members pay.

The following is for illustrative purposes only:

If Classic Members pay three and four hundred sixty-eight thousandths percent (3.468%) of the employer rate, PEPRA Members will pay a total of three and four hundred sixty-eight thousandths percent (3.468%) of the employer rate. If the employee rate for PEPRA Members is seven and seventy-five hundredths percent (7.75%), in this example PEPRA Members would pay the seven and seventy-five hundredths percent (7.75%) employee rate plus an additional three and four hundred sixty-eight thousandths percent (3.468%) towards the employer rate for a total of eleven and two hundred eighteen thousandths percent (11.218%).

Sworn employees who were appointed on or after January 1, 2013 who are PEPRA Members (as defined by CalPERS) will contribute half the normal cost of the two and seven tenths percent at fifty-seven (2.7% at 57) plan as required by the Public Employees’ Pension Reform Act of 2013.

In addition to paying the employee rate, sworn PEPRA Members currently pay an additional contribution of one and one-half percent (1.5%) of the employee rate.

If CalPERS approves a contract amendment for the City of Newark that eliminates the one and one-half percent (1.5%) contribution the City agrees to amend its contract for sworn PEPRA Members accordingly
D.F. The City shall provide the one (1) year highest compensation option to Classic sworn and non-sworn members. The City shall provide the three (3) year average compensation requirement to PEPRA members as defined above.

VII. HEALTH AND WELFARE PROGRAMS
A. The contribution by the City toward monthly premiums for health and welfare programs of management, supervisory, and professional employees shall be the Minimum Employer Contribution as determined by CalPERS for employers under the Public Employees’ Medical and Hospital Care Act (PEMHCA). In the event that an employee elects to waive participation in the Program, that amount will be paid to the employee as part of the Cash-in-Lieu benefit as provided below in Section C The employee shall execute a waiver in the event the employee elects not to participate in the PERS Health Benefit Program or cancel participation after enrollment.

B. The City agrees to maintain a cafeteria plan under Section 125 of the IRC. The cafeteria plan allows employees to voluntarily reduce salary in an amount equal to the actual premiums for the PERS Health Plan, City- administered dental insurance and/or vision insurance as a before-tax conversion of salary. In the event of changes in law affecting the Flexible Benefit Plan, the City agrees to meet with management, supervisory, and professional employees regarding the impact of such changes.

Effective for the 2025 plan year, the City shall contribute to each eligible employee’s cafeteria plan, an amount equal to the following, minus the Minimum Employer Contribution:

For Regular, Full-Time and Regular Part-Time thirty to thirty-five (30-35) hour employees:

Employee Only: $932
Employee + 1 Dependent: $1,862
Employee + 2 or more Dependents: $2,460
9 For Regular Part-Time Employees working twenty to twenty-five (20-25) hours:

Employee Only: $466 - $582
Employee + 1 Dependent: $931 - $1,164
Employee + 2 or more Dependents: $1,230 - $1,537
Effective for the 2026 plan year, the City shall contribute to each eligible employee’s cafeteria plan, an amount equal to the following, minus the Minimum Employer Contribution.

For Regular Full-Time and Regular Part-Time thirty to thirty-five (30-35) hours employees:

Employee Only: $1,026
Employee + 1 Dependent: $2,049
Employee + 2 or more Dependents: $2,706
For Regular Part-Time Employees working twenty to twenty-five (20-25) hours:

Employee Only: $513 - $641
Employee + 1 Dependent: $1,025 - $1,281
Employee + 2 or more Dependents: $1,353 - $1,691
Effective for the 2027 plan year, the City shall contribute to each eligible employee’s cafeteria plan, an amount equal to the following, minus the Minimum Employer Contribution:

For Regular Full-Time and Regular Part-Time thirty to thirty-five (30-35) hours employees:

Employee Only: $1,077
Employee + 1 Dependent: $2,151
Employee + 2 or more Dependents: $2,842
For Regular Part-Time Employees working twenty to twenty-five (20-25) hours:

Employee Only: $539 - $673
Employee + 1 Dependent: $1,076 - $1,344
Employee + 2 or more Dependents: $1,421 - $1,776
Effective for the 2028 plan year, the City shall contribute to each eligible employee’s cafeteria plan, an amount equal to the following, minus the Minimum Employer Contribution:

For Regular Full-Time and Regular Part-Time thirty to thirty-five (30-35) hour employees:
10 Employee Only: $1,131
Employee + 1 Dependent: $2,259
Employee + 2 or more Dependents: $2,985
For Regular Part-Time Employees working twenty to twenty-five (20-25) hours:

Employee Only: $566 - $707
Employee + 1 Dependent: $1,130 - $1,412
Employee + 2 or more Dependents: $1,493 - $1,866
C. Cash-in-Lieu and Cafeteria Plan Cash Back
Regular full-time employees electing not to participate in the City’s cafeteria plan and waiving all medical, dental, and vision benefits, will receive four hundred fifty dollars ($450.00) cash-in-lieu of benefits, which includes the PEMCHA minimum per section VII.A above.

Employees who participate in the cafeteria plan but who do not utilize the full benefit allowance, may receive up to four hundred fifty dollars ($450.00) per month of any money not used for the purchase of employer-offered benefits. Cash-in-lieu and cafeteria plan cash back will be paid to the employee in taxable compensation.

For Regular Part-Time employees working thirty to thirty-five (30-35) hours this amount will be three hundred thirty-eight dollars ($338.00) to three hundred ninetyfour dollars ($394.00). For Regular Part-Time Employees working twenty to twentyfive (20-25) hours this amount will be two hundred twenty-five dollars ($225.00) to two hundred eighty-one dollars ($281.00).

Regular full time employees in the Management, Supervisory, and Professional Employee Group, shall receive an allowance of up to one hundred dollars ($100.00) per month intended to be used towards the cost of health care premiums, long-term disability premiums, short-term disability premiums and/or reimbursement for medical, dental, vision, and prescription expenses.

Executive Management Team members enrolled in the ICMA VantageCare Retirement Health Savings (RHS) Plan will have their one hundred dollars ($100.00) monthly allowance automatically deferred to the RHS plan.

All regular part-time employees in the Management, Supervisory, and Professional Employee Group shall receive an allowance of up to seventy-five dollars ($75.00) for thirty to thirty-five (30-35) hours employees and up to fifty dollars ($50.00) for twenty to twenty-five (20-25) hours employees.
11 This allowance will be reported as taxable income and provided to employees based on the following criteria:

1. An employee must be in a paid status (on the payroll) in order to receive the allowance. During any unprotected leave of absence without pay, an employee is not eligible to receive the health care benefit allowance.

2. Employees appointed to a classification covered by this Compensation Plan will be eligible for the health and welfare benefit on the first of the month coincident to or immediately following appointment.

3. When an employee is terminated or in an unpaid leave status, the health and welfare benefit shall be paid on a monthly pro-rata basis. To qualify for pro-rata pay, employees must serve fifty percent (50%) of the working days in the month.

VIII. LIFE INSURANCE
The City will provide City-paid life insurance coverage of fifty thousand dollars ($50,000.00) to each management, supervisory, and professional employee.

Additional life insurance can be purchased at the employee’s option on an after-tax payroll deduction basis.

IX. EDUCATIONAL REIMBURSEMENT
A. Job-related Training

1. The City Manager may authorize reimbursement up to one hundred percent (100%) of the cost for professional courses and programs that are directly related to the employee’s job, or which will prepare the employee for advancement or acceptance of greater responsibility. A certificate of completion or a passing course grade must be attained for reimbursement.

B. Plan and Agreement for a College Degree Program

1. In addition to job-related training, the City Manager may authorize reimbursement for up to ten thousand dollars ($10,000.00) of the cost for tuition fees and required text books for a college degree program directly related to the employee’s job which will prepare the employee for advancement or acceptance of greater responsibility provided that the employee attains a course grade of “C” or a passing grade as defined by the degree program if that requirement is higher than a “C” grade. 12 2. If an employee receives more than five thousand dollars ($5,000.00) during their term of employment with the City of Newark in a college degree program, the employee is required to sign an Educational Reimbursement Plan Agreement in order to qualify for and to participate in the Educational Reimbursement College Degree Program. The employee is then subject to the Educational Reimbursement Plan and Agreement for a College Degree Program as follows:
a. Employee will maintain employment with the City of Newark for a period of five (5) years after completion of the last class taken under the Education Reimbursement Plan; and
b. In the event that employee leaves the City of Newark and does not complete the five (5) year employment period, employee warrants that they will reimburse to the City all money paid (up to ten thousand dollars ($10,000.00) under the Educational Reimbursement Plan as follows:
i. One hundred percent (100%) of money paid if the employee voluntarily leaves city employment in the first (1st) year after completion of the last class taken under the Educational Reimbursement Plan.
ii. Eighty percent (80%) of money paid if the employee voluntarily leaves city employment in the second (2nd) year after completion of the last class taken under the Educational Reimbursement Plan. iii. Sixty percent (60%) of money paid if the employee voluntarily leaves city employment in the third (3rd) year after completion of the last class taken under the Educational Reimbursement Plan. iv. Forty percent (40%) of money paid if the employee voluntarily leaves city employment in the fourth (4th) year after completion of the last class taken under the Educational Reimbursement Plan. v. Twenty percent (20%) of money paid if the employee voluntarily leaves city employment in the fifth (5th) year after completion of the last class taken under the Educational Reimbursement Plan. vi. After five (5) years following completion of the last class taken under the Educational Reimbursement Plan, employee owes no further monetary obligation to the City of Newark for participation in the Educational Reimbursement Plan.

3. To qualify for the Educational Reimbursement College Degree Program, degree program courses must be received from an accredited institution as identified on the U.S. Department of Education’s List of Nationally Recognized Accrediting Agencies or the Council for Higher Education Accreditation’s (CHEA) List of Participating and Recognized Organizations.
13 X. TRAVEL EXPENSE REIMBURSEMENT
A. Management, supervisory, and professional employees who do not receive a vehicle allowance shall be reimbursed for the use of their private vehicle on City business at the rate prescribed by the Internal Revenue Service for Personal Income Tax Returns.

B. Certain management, supervisory, and professional employees designated by the City Manager shall be provided a vehicle allowance in the amount of four hundred dollars ($400.00) per month. Management, supervisory, and professional employees who receive a vehicle allowance shall be reimbursed for the use of their private vehicle for City business at the rate prescribed by the Internal Revenue Service for Personal Income Tax Returns for travel in excess of two hundred (200) miles per month.

C. Executive management employees shall receive a vehicle allowance in the amount of four hundred dollars ($400.00) per month and will be reimbursed for the use of their private vehicle for City business at the rate prescribed by the Internal Revenue Service for Personal Income Tax returns for travel in excess of two hundred (200) miles per month.

XI. RECREATION BENEFITS
Employees and their spouses or registered domestic partners and up to two (2) children or grandchildren living in the same household, twenty-six (26) years of age and under, may use the gym, exercise equipment and aquatic facilities (excluding classes and facility rentals) at the Silliman Community Activity and Family Aquatic Center free of charge.

Employees, their spouses or registered domestic partners, and their children and grandchildren twenty-six (26) years of age and under, will receive resident rates for class registration and facility rentals.

XII. PRORATION OF HOLIDAY, GENERAL, AND BEREAVEMENT LEAVE ACCRUALS

FOR REGULAR PART-TIME EMPLOYEES (RPT)
Regular part-time employees will receive prorated holiday, general, and bereavement leave accruals based on the actual hours worked or budgeted to work. For example, an RPT employee who works thirty-five (35) hours per week will receive seven (7) hours of pay per holiday. An RPT employee who works twenty-four (24) hours per week will receive four and eight tenths (4.8) hours of pay per holiday. If actual hours worked differ from hours budgeted to work, the lesser number of hours will be used as the basis for proration.
14 XIII. MANAGEMENT LEAVE
The City Manager, upon the recommendation of the Department Head, will establish an annual allocation of up to forty (40) hours of management leave per fiscal year for each eligible member of the Management, Supervisory, and Professional Employee Group in recognition of the extra hours of work required of this employee group for which compensation in the form of overtime pay is not provided. The City Manager may authorize up to an additional sixteen (16) hours of management leave. Management leave may be used for leave purposes only and cannot be converted to pay or carried over from one fiscal year to another.

Management leave must be taken prior to separation.

Regular part-time employees may be granted management leave proportionally to their assigned work hours as recommended by the Department Head with approval by the City Manager.

XIV. GENERAL LEAVE
The General Leave Plan shall provide compensated leave for those eligible employees who are absent from duty because of illness, death in the family, medical or dental care appointments, family care, personal reasons or who utilize the time off as vacation. The General Leave Plan is attached to the Compensation and Benefit Plan as Attachment B.

XV. SICK LEAVE
Each eligible management, supervisory, and professional employee shall have a sick leave bank in which that employee may accrue and use sick leave credits pursuant to the General Leave Plan. Sick leave credits may be used toward early retirement under the Public Employees' Retirement System plan.

XVI. BEREAVEMENT AND REPRODUCTIVE LOSS LEAVE
A. Bereavement Leave
Regular full-time employees may be granted up to a maximum of forty (40) hours of paid bereavement leave where there has been a death of a spouse, registered domestic partner, sibling, parent, stepparent, grandparent, grandchild, grandparent-in-law, parent-in- law, sibling-in-law, , child-in-law, of an employee.

A maximum of eighty (80) hours of paid bereavement leave may be granted for the death of a biological child, adoptive child, or stepchild.

B. Reproductive Loss Leave
Regular full-time employees may be granted reproductive loss leave of five (5) days where there has been a reproductive loss event such as miscarriage, stillbirth, failed adoption, or failed surrogacy of the employee, employee’s 15 spouse, or employee’s registered domestic partner.

Reproductive loss leave is an unpaid protected leave and may be granted in five (5) day increments for each reproductive loss event up to a maximum of twenty (20) days in any twelve-month period.

Regular part-time employees shall be eligible for prorated Bereavement and Reproductive Loss Leave as described in Section XII and listed below:

Work Schedule Prorated Bereavement Leave
30-35 work hours up to a maximum of 30-35 hours
20-25 work hours up to a maximum of 20-25 hours
XVII. HOLIDAYS
A. Regular Employees
The following days shall be recognized as municipal holidays for pay purposes for regular full-time and regular part-time management, supervisory, and professional employees:
• January 1, New Year's Day
• Third Monday in January, Martin Luther King, Jr. Day
• Third Monday in February, Presidents Day
• Last Monday in May, Memorial Day
• June 19, Juneteenth
• July 4, Independence Day
• First Monday in September, Labor Day
• November 11, Veterans Day
• Thanksgiving Day
• Friday following Thanksgiving Day
• December 24, Christmas Eve Day December 25, Christmas Day • Two floating Holidays, to be scheduled subject to department head approval
Regular full-time employees will receive eight (8) hours of pay for each holiday that falls on a scheduled workday.

When any day recognized as a holiday by the City falls on a Sunday, the following Monday shall be considered the holiday. When any day recognized as a holiday by the City falls on a Saturday, the preceding Friday shall be considered the holiday.

The floating holidays must be scheduled and used during the fiscal year.

If an employee’s hire date falls between July 1 and December 31, the employee will be eligible for the floating holiday during the current fiscal year. If an employee’s hire date falls between January 1 and June 30, the employee will be eligible for the floating holidays beginning July 1, of the next fiscal year. 16 Holidays shall not be carried over from one fiscal year to another. Upon separation, an unused holiday cannot be converted to cash.

With the continuation of the nine/eighty (9/80) bi-weekly work schedule, Closed Holiday Credits and debits will be calculated for each employee by Payroll and will be funded in the employee’s Floating Holiday Bank on July 1 of the current fiscal year.

Closed Holiday Credits are subject to all the benefits and restrictions of a Floating Holiday. They have no cash value and cannot be carried over from one fiscal year to the next fiscal year. If the employee separates from service before the end of the fiscal year, no further adjustments in the Closed Holiday Credits will be made.

If the employee does not have any accrued leave available to be charged for the additional hour(s) for the holiday, the employee shall be charged with leave without pay.

B. Regular Part-Time Employees
Upon completion of one thousand forty (1,040) work hours or one (1) year of continuous active service, whichever occurs first, regular part-time management, supervisory, and professional employees shall be eligible for prorated holidays in accordance with Section XII and as listed below:

Work Schedule
30-35 work hours
20-25 work hours
Holiday Pay
6-7 hours per holiday
4-5 hours per holiday
17 ATTACHMENT A

MANAGEMENT, SUPERVISORY, AND PROFESSIONAL PAY PLAN
This Management, Supervisory, and Professional Pay Plan applies to all regular management, supervisory, and professional, classifications:

I. POLICY
The City's policy for management, supervisory, and professional salaries is to establish and maintain a general salary structure based on marketplace norms and internal job alignment, which provides flexibility to reward management, supervisory, and professional personnel based on performance. Structures, ranges and salary steps will be reviewed annually and updated as necessary based on the market conditions, internal relationships, and City’s financial condition.

Individual salary adjustments will be considered by the City Manager based on (1) performance factors and overall contribution to management of the City; (2) pay structure adjustments; and (3) City’s financial condition.

II. ADMINISTRATION
The City Manager shall be accountable to the City Council for the overall administration of the Management, Supervisory, and Professional Pay Plan and will report on such administration annually or more often, as requested.

Department heads are responsible for recommending to the City Manager salary adjustments for employees within their departments who are covered by the Plan.

The City Council shall consider the necessary adjustment of management, supervisory, and professional salary ranges annually. In determining plan adjustments, the City Council shall consider such matters as changes in the cost of living, other salary changes such as those arrived at through negotiations with recognized employee groups, compression between this employee group and subordinate class ranges and the competitive position of the City in recruitment and retention of management, supervisory, and professional personnel.

The overall salary structure, supporting administrative policies, and assignment of classifications to salary ranges will be reviewed annually by the City Manager with appropriate reporting to the City Council relative to the status of the program. 18 III. BASIC PLAN ELEMENTS
A. Structure:

Management Classifications: The Management, Supervisory, and Professional Employee Group Pay Plan for management positions consists of thirty (30) salary ranges which provide an approximate spread of twenty percent (20%) between the minimum and maximum amounts and a differential of approximately five percent (5%) between the maximum of the ranges descending from the maximum amount established for Range No. thirty (30).

All management classifications will be assigned an appropriate pay grade based on salary survey data and internal relationships.

B. Supervisory and Professional Classifications: For supervisory and professional classifications, the Pay Plan consists of specific predetermined "salary steps". Each classification shall have five (5) salary steps, with an approximate five percent (5%) differential between each salary step.

As needed competitive marketplace studies will be made which will focus on general salary trends for groups of management, supervisory, and professional positions. Periodically, studies will more specifically include position-by-position comparisons using marketplace and internal relationship data. Depending on the results of these studies, the entire pay grade structure may be adjusted or individual positions may be reassigned to different salary ranges. Such assignment will only affect the salary administration framework. No individual salaries will be automatically changed because of structural adjustments.

C. Performance Appraisal. All management, supervisory, and professional personnel shall have their performance reviewed at least once each fiscal year, generally coinciding with the employee’s anniversary date. All individual salary adjustments, including those within a salary range and those made to progress through the pre-determined salary steps, shall be based on performance and require an up-to-date performance evaluation to be considered for a salary adjustment. The performance review program provides a planned and orderly means of evaluating individual performance in relation to areas of accountability and program responsibilities. The performance review document and the salary adjustment, either within a salary range or to progress through salary steps, recommended by the department head should be forwarded to the City Manager for consideration and final approval.

D. Adjustments based on Management Range Movement. Adjustments to salary ranges may occur to reflect cost-of-living changes, labor market conditions, and parity to avoid compression with non-management, supervisory, and 19 professional position classifications. The City Manager may grant an upward adjustment in an individual's salary in any amount up to an amount equal to the adjustment in the salary range or the City Manager may maintain an individual salary at present level. An adjustment of individual salaries is not required by a change in the salary range to which the position is assigned except to maintain the minimum salary for the range.

E. Meritorious Performance Adjustment for Management. An employee shall be eligible to receive one (1) merit increase per twelve (12) month period if the employee's performance is deemed to be at a satisfactory level or above. A meritorious performance adjustment would be in addition to any adjustment based on range movement. Such an increase shall be up to five percent (5%), the exact percentage being determined by the City Manager based on an evaluation of the degree of meritorious service and overall contribution to management of the City.

Salary adjustments more frequently than once each twelve (12) month period, but not more than once each six (6) month period may be approved by the City Manager for the following reasons:

1. An employee's salary is below the midpoint of the range and the employee has experienced substantial growth in their position representing an increased value to the City.

2. An employee has demonstrated outstanding performance or made an exceptional contribution to the City.

Whenever an employee receives a six (6) month meritorious performance adjustment, the employee's anniversary date will change pursuant to the Personnel Rules and Regulations.

F. Special Adjustment for Management. The City Manager may authorize salary adjustments up to ten percent (10%) per fiscal year within the assigned salary range for the following reasons:

1. An employee's performance consistently exceeds the scope and expectations of their classification as determined by the City Manager.

2. Competitive labor market conditions warrant an adjustment.

3. An employee's overall contribution and value to the City as determined by the City Manager warrants an adjustment.
20 ATTACHMENT B

GENERAL LEAVE PLAN FOR

MANAGEMENT, SUPERVISORY, AND PROFESSIONAL EMPLOYEE GROUP I. DEFINITION
General Leave is compensated leave for those eligible employees who are absent from duty because of illness, death in the family, medical or dental care appointments, family care, personal reasons or who utilize the time off as vacation.

Management Leave shall remain separate from General Leave.

II. APPLICABILITY
The General Leave Plan shall apply to regular full-time employees in the Management, Supervisory, and Professional Employee Group. Regular part- time employees in the Management, Supervisory, and Professional Group shall be eligible for prorated general leave based on actual hours worked or budgeted to work. For example, an RPT employee with one (1) year of City service who works thirty-five (35) hours per week will receive one hundred sixty-one (161) hours of general leave per year. An RPT employee with one (1) year of City service who works twenty-four (24) hours per week will receive one hundred ten and four-tenths (110.4) hours of general leave per year. If actual hours worked differ from hours budgeted to work, the lesser number of hours will be used as the basis for proration.

For payroll implementation, hours/accruals in excess of those based on a twenty (20) or thirty (30) hour workweek will be reimbursed to RPT employees on a quarterly basis until the process is automated.

III. GENERAL LEAVE CREDITS
A. Regular Full-Time Employees
Eligible regular full-time employees shall be entitled to the following annual accrual.

Years of Completed Service RFT Leave Accrual
1 through 9 184 hours
10 through 14 224 hours
15 through 19 240 hours
20 or more 264 hours
B. General Leave shall be accrued in hours on a semi-monthly basis. 21 C. During an absence without pay which extends more than fourteen (14) calendar days during a calendar month, the employee shall not accrue General Leave credits.

D. General Leave During First Year: Beginning on the ninetieth (90th) day of employment, regular employees shall be eligible to earn General Leave credits.

Upon the completion of said period of service, regular full-time employees shall be credited with forty-six (46) working hours of General Leave and shall thereafter accrue General Leave at the rate of seven and sixty-six hundredths (7.66) working hours, semi-monthly for the remainder of the first year and as provided in Subsection A, Section III, above.

E. Maximum Accumulation: Regular Full-time employees may accumulate General Leave credits according to the following schedule:

Years of Completed Service Maximum Accrual
1 through 9 368 hours
10 through 14 448 hours
15 through 19 480 hours
20 or more 528 hours
F. Regular Part-Time Employees
Beginning on the ninetieth (90th) day of employment, regular part-time employees shall be credited with prorated general leave in accordance with Section II above and as follows:

Years of Complete 20-25 hour 30-35 hour
Completed Service Leave Accrual Leave Accrual
1 through 9 92-115 hours 138-161 hours
10 through 14 112-140 hours 168-196 hours
15 through 19 120-150 hours 180-210 hours
20 or more 132-165 hours 198-231 hours
G. Maximum Accumulation: Regular Part-time employees may accumulate General Leave credits according to the following schedule:

Years of 20-25 hour 30-35 hour
Completed Service Maximum Accrual Maximum Accrual
1 through 9 184-230 hours 276-322 hours
10 through 14 224-280 hours 336-392 hours
15 through 19 240-300 hours 360-420 hours
20 or more 264-330 hours 396-462 hours
22 When maximum accrual limits have been reached, excess General Leave credits earned shall be transferred to the Rollover Leave bank on a quarterly basis.

Rollover Leave may be used in order to provide security against an employee’s extended illness and may not be used for retirement service credit.

Effective August 2, 2025, the Police Chief will be excluded from the Rollover Leave Bank. When the Police Chief reaches the maximum amount of General Leave credits listed in Section III(E) they will cease earning General Leave credits.

Any General Leave Credits remaining in the Police Chief Rollover Leave Bank on August 2, 2025 will be cashed out.

Exceptions to the maximum accrual limits may be approved by the City Manager under special circumstances. Requests to exceed maximum accrual limits must be submitted through the Department Head to the City Manager prior to reaching maximum accrual.

IV. GENERAL LEAVE IMPLEMENTATION
Unused leave credits shall be transitioned to General Leave as follows:

A. Vacation Leave Credits: All unused vacation leave credits shall be converted to General Leave credits on an hour-for-hour basis.

B. Sick Leave Credits: All unused sick leave credits shall be maintained in a sick leave bank to be used in accordance with the provisions of the General Leave Plan. Accrued time in the sick leave bank shall not be compensated for in any manner except as used for sick leave or retirement service credit.

C. At time of conversion to General Leave, if vacation credits exceed General Leave accrual limit, a plan shall be developed to reduce converted vacation leave credits to the General Leave accrual limits within six (6) months. A longer period to reduce converted vacation leave credits may be approved by the City Manager under special circumstances.

V. GENERAL LEAVE USAGE
Request and Approval: Department Heads are responsible for arranging leave schedules so that adequate personnel are available to carry on city work. The use of General Leave shall require approval of the Department Head or their designee and shall be governed by the current Personnel Rules dealing with leaves unless specifically covered by this Plan document. Whenever possible, General Leave requests must be approved in advance of the days to be taken as General Leave.

The procedure for requesting the use of General Leave shall be as follows:

A. General Leave (Non-medical): Any leave that can be reasonably forecast or anticipated such as vacation, care of children, personal business, etc. shall 23 require prior approval of the Department Head, or the employee's supervisor.

The time and amount of General Leave to be taken for non- medical purposes shall be determined by the Department Head with due
24 regard for the wishes of the employee and particular regard for the needs of the City.

B.A.General Leave (Medical): An unscheduled absence from work due to an employee's illness shall be referred to as General Leave for medical reasons.

The Department Head may require an employee to furnish satisfactory evidence justifying the need to be absent from work for medical reasons. The provisions of A.R. 0513 on sick leave usage shall apply to employees using General Leave for medical reasons. The Department Head shall make the determination and final approval of unscheduled General Leave for medical reasons.

C.B.An employee may request General Leave for an unanticipated absence from work (e.g. medical, car trouble, care of children, etc.) by notifying their supervisor within one (1) hour after the time set for reporting to work on the first day of such leave and as often thereafter as directed by their supervisor.

Final approval for an unanticipated, unscheduled absence shall require Department Head approval. Failure to request an unscheduled leave in the manner described may result in lost work time charged as leave without pay or unauthorized leave of absence. Inappropriate use of unscheduled leave may be grounds for corrective action consistent with current practice.

D.C. Any employee who is absent from work on an unscheduled leave shall not engage in work or other activities which will inhibit their ability to return to work at the earliest possible time.

E.D.Medical examination by the City's examining physician may be requested by the Human Resources Department after prolonged, serious, or repetitious illness, injury, or major surgery. An employee's return to duty following illness or injury is subject to the approval of the Department Head and Human Resources Director or designees based upon medical information supplied by the employee's physician and/or the City's physician.

F.E. On-the-job Injury: An employee absent from work because of a temporary disability which is defined as industrial under the Workers' Compensation Act may charge General Leave credits (or unused sick leave, if approved by the City Manager) in an amount necessary to make up the difference between the employee's regular pay and the amount payable to the employee as temporary disability payments from the Workers' Compensation Insurance Plan of the City.

G.F.Use of General Leave When Permanently Incapacitated: General Leave shall not be used to continue the salary of employment of any employee after it has been determined that such employee is permanently incapacitated from returning to employment and is eligible for disability retirement.
25 H.G. Sick Leave Bank: A sick leave bank shall be established for each employee eligible for General Leave. When an employee becomes eligible for General Leave, any unused sick leave credits will be maintained in this account.

Employees may transfer General Leave credits to their sick leave bank in accordance with Section VI of the General Leave Plan.

I.H. Use of Sick Leave Bank:

1. Upon approval of the City Manager, an employee whose absence is due to illness or injury which qualifies for Family Medical Leave Act (FMLA) or other legally-protected leave, may use unused sick leave balances for absences due to further illness or injury prior to using further General Leave.

2. Upon approval of the City Manager, an employee whose absence is due to illness or injury for more than five (5) consecutive workdays for any one occurrence may use unused sick leave balances for absences due to further illness or injury for that particular medical condition prior to further using General Leave.

3. Upon approval of the City Manager, an employee who has exhausted all General Leave credits may be granted the use of unused sick leave balances for a medical purpose. The City Manager may impose up to a five (5) workday waiting period based upon a review of the employee's General Leave usage.

VI. GENERAL LEAVE CONVERSION TO PAY
Section VI. General Leave Conversion to Pay does not apply to the Police Chief.

Police Chief General Leave Conversion to Pay benefits are outlined in Attachment C.

Police Chief Benefits.

By December 1 of each calendar year, eligible employees who want to cash out general leave in the following calendar year, shall make an irrevocable election for general leave buy-back in the next calendar year, subject to the conditions set forth below:
• For regular full-time employees: the employee may elect up to eighty (80) hours of general leave buy-back.
• For regular thirty (30) to thirty-five (35) hour part-time employees: The employee may elect up to sixty (60) to (70) hours of general leave buyback. • For regular twenty (20) to twenty-five (25) hour part-time employees: The employee may elect up to forty (40) to fifty(50) hours of general leave buy-back.
• To be eligible for general leave buy-back, the employee must have used 26 at least one-half of the vacation time accrued during the twelve (12) month period preceding December.
• Employees must have a minimum of ten (10) days (eighty (80) hours for full-time or prorated for part-time) remaining in general leave accruals at the time of buy-back.
• Employees must submit their General Leave Buy-Back Request Form to Payroll by the preceding December. This is an irrevocable election by the employee.

For example, to buy back general leave that is accrued in calendar year 2026, a fulltime employee must elect by December 1, 2025, the amount of hours they want to buy-back. The employee must have used a minimum of fifty percent (50%) of their accrued general leave between December 1, 2024 and November 30, 2025.

Employees must further ensure they will have at least ten (10) days of general leave accruals remaining at the time of the buy-back which will occur in December 2026.

The buy-back will be paid out in the last full pay period of December 2026.

The City makes no representation as to the tax consequences of an employee cashing out accrued leave or the general leave buy-back program. It is the employee’s sole responsibility to address the tax consequences of cashing out accrued leave or the general leave buy-back program.

VII. GENERAL LEAVE AT TERMINATION
A. An eligible employee whose employment with the City terminates shall be paid for any unused General Leave. Payment for unused General Leave shall be made at the hourly rate of pay in effect for such employee at the time of separation.

B. When termination is caused by the death of an employee, pay for unused General Leave shall be paid to the beneficiary the employee has designated.

Such designation shall be in writing, signed by the employee and filed with the Human Resources Department. In the event an employee has not designated a beneficiary, the payment shall be made to the estate of the employee.

VIII. HOLIDAYS DURING GENERAL LEAVE
When a day designated and observed by the City as a holiday occurs on a day on which an employee is taking General Leave, such employee shall not be charged as using General Leave for that day. The employee's compensation for that day shall be holiday pay
27 ATTACHMENT C

POLICE CHIEF BENEFITS
A. LONGEVITY PAY
Regular full-time employees in the classifications of Police Chief are eligible for longevity pay as follows:

Upon commencement of ten (10) years of service – two and one-half percent (2.5%) salary increase.

Upon commencement of fifteen (15) years of service – five percent (5.0%) salary increase.

Upon commencement of twenty (20) years of service – seven and one-half percent (7.5%) salary increase.

Longevity pay is computed on base compensation only. The maximum longevity pay premium is seven and one-half percent (7.5%) of salary for eligible employees.

For service to meet the requirements of longevity pay, it must meet all of the following criteria:
• Full-time sworn service in the classifications of Police Officer, Police Corporal, Police Sergeant, Police Lieutenant, Police Commander, Police Captain, and/or similar sworn position; in a public sector agency, including probationary time; and
• Active service (in a paid status) or approved leave without pay that qualifies for FMLA, CFRA, PDL, workers’ compensation or other protected leaves per state or federal law.

B. UNIFORM ALLOWANCE
The Police Chief shall receive a uniform maintenance allowance of one hundred dollars ($100.00) per month
C. EDUCATION INCENTIVE PAY
The Police Chief is eligible for the following education incentive pay:

Eligible employees meeting the below listed education requirements will receive an additional five percent (5%) above base salary:
28 • Bachelor's Degree, in conjunction with the successful completion of the following additional educational program:
o California Commission on Peace Officer Standards and Training (CA POST) Supervisory Course
Eligible employees meeting the below listed education requirements will receive an additional seven percent (7%) above base salary:
• Bachelor's Degree, in conjunction with the successful completion of the following additional educational program:
o CA POST Management Course
Eligible employees meeting the below listed education requirements will receive an additional ten percent (10%) above base salary:
• Bachelor's Degree, in conjunction with the successful completion of one (1) of the following additional educational programs:
o FBI National Academy
o CA POST Command College
o Master's Degree, Juris Doctorate or PhD
o Police Executive Research Forum Senior Management
Institute for Police
o California Police Chief’s Association Executive Leadership Institute at Drucker
The City Manager may add equivalent programs to these lists as appropriate.

The Police Chief may only receive compensation for one (1) Education Incentive Program category. The maximum education incentive pay premium is ten percent (10%) above base salary.

By December 1 of each calendar year, eligible employees who want to cash-out general leave in the following calendar year to be paid the first pay period each October, shall make an irrevocable election to cash out in the next calendar year, subject to the conditions set forth below:
• Must have a minimum of ten (10) days [eighty (80) hours for full-time or prorated for part-time) remaining in general leave accruals at the time of cash out.
• Must submit their General Leave Buy-Back Request Form to Payroll by December 1. This is an irrevocable election by the employee.

EXHIBIT A

CITY OF NEWARK

COMPENSATION AND BENEFIT PLAN

FOR THE

SUPERVISORY, & PROFESSIONAL EMPLOYEE GROUP
I. TERM
This plan shall be in effect from July 1, 2025 through June 30, 2028.

Executive Management Team shall include the City Manager, the Assistant City Manager, the City Attorney and those classifications designated as Department Heads.

B. Effective July 1, 2025, the total compensation salary range for Police Chief shall be increased seven percent (7%).

Effective July 1, 2026, the total compensation salary range for Police Chief shall 3 be increased by five percent (5%).