8. In June 2022, the NRC issued a Safety Evaluation Report finding the plant safe to operate for another 20 years and completed the Final Supplemental Environmental Impact Statement supporting longterm operations. Final relicensing depends on federal review and state permits (e.g., water quality) but the plant is allowed to continue operating pending complete approvals.
9. In December 2025, the California Coastal Commission approved key coastal permits and a conservation mitigation package necessary for extended operations under SB 846, including protection or transfer of thousands of acres of land for conservation and public use. This approval was a critical procedural step because coastal permits were previously withheld until satisfactory mitigation was agreed.
10. On December 16, 2025, the County of San Luis Obispo Board of Supervisors approved an action authorizing the Chair to transmit a letter to the California State Legislature in support of the continued operation of the Diablo Canyon Power Plant.
11. The December letter from the County of San Luis Obispo identified three key areas of support related to the continued operation of the Diablo Canyon Power Plant that included the following:
a. Operations for an additional 20 years;
b. Restoration of the unitary tax, or another alternate financial measure to local jurisdictions impacted by exemptions of taxable value on the Diablo Canyon Power Plant (DCPP) during the period of extended operations;
c. Support Coastal Commission land-conservation and public-access plans near the plant.
12. County staff were directed to circulate the letter to local cities, school districts, and special districts for support.
13. On December 22, 2025, City staff received formal notification from the County regarding the San Luis Obispo County Board of Supervisors’ support for the initiative, along with a draft legislative letter inviting cities and other local agencies to participate in coordinated regional support of the effort.
14. Acknowledging support would include the City of Paso Robles as a participant and naming a leadership point of contact.
15. Other incorporated cities within the County are engaged on this topic and have or will consider joining the coalition.
16. The City of Paso Robles, through its legislative advocacy firm, Townsend Public Affairs, Inc., will monitor developments related to this and provide strategic guidance and support as appropriate.
17. Council direction will guide staff engagement with regional partners to ensure the City’s fiscal, service delivery, and long-term community interests are represented.
Options
1. Take no action;
2. Approve the inclusion of the City of Paso Robles as a participating jurisdiction in support of the County of San Luis Obispo’s petition to the California State Legislature advocating for the continued operation of the Diablo Canyon Power Plant (DCPP), the provision of fiscal support to affected jurisdictions, and the continuation of associated land conservation efforts including participation in future activities in line with the major objectives of the Coalition;
3. Provide an alternative direction to the staff.
Analysis and Conclusions
The Diablo Canyon Power Plant (DCPP) is a significant regional economic and energy asset. In 2016, PG&E announced it would not seek renewal of the plant’s operating licenses, allowing Unit 1 to expire in 2024 and Unit 2 in 2025. In anticipation of the closure, the City was actively involved in mitigation efforts, coordinating with the County, the San Luis Coastal Unified School District, and a Coalition of Cities, to negotiate a multimillion-dollar Community Impact Mitigation Program. The program addressed potential
impacts on public health, safety, economic stability, and essential local services, demonstrating the City’s proactive role in managing fiscal and community risks associated with DCPP’s decommissioning.
With the adoption of Senate Bill 846 in 2022, California directed state agencies to support the extended operation of DCPP through 2030, provided PG&E obtains renewed federal operating licenses. The U.S.
Nuclear Regulatory Commission (NRC) has issued a Safety Evaluation Report and Final Supplemental Environmental Impact Statement supporting safe long-term operation for another 20 years. Aligning the state operating horizon with the federally approved operating horizon is essential to ensure efficient and cost-effective operations, minimizing unnecessary costs that could ultimately be borne by PG&E ratepayers. In addition, because DCPP provides a significant portion of California’s electricity, the state must plan for ways to replace this power when the plant eventually ceases operations to maintain grid reliability and meet clean-energy goals.
Despite the benefits of extended operations, under current law, new investments and operating costs associated with the plant may be exempt from unitary taxation, meaning the City and other local jurisdictions could continue to experience reduced tax revenues unless legislative or other mitigation measures are enacted. Restoration of historic unitary tax treatment, or the provision of alternate financial mitigation measures, is therefore a key priority to ensure the City can continue funding essential services and maintaining fiscal stability. The City’s participation in regional coordination, alongside other incorporated cities in San Luis Obispo County, is consistent with its prior involvement in the 2016 mitigation efforts and provides a platform for advocating collectively on revenue protection, extended operations, and community planning.
Finally, extended operations under SB 846 include critical land-conservation and public-access measures approved by the California Coastal Commission in December 2025, which safeguard thousands of acres of coastal land while supporting regional environmental stewardship.
Coordinated advocacy with local jurisdictions reinforces the City’s position with the Legislature, ensuring that extended operations of DCPP benefit both the regional economy and the environment while maintaining long-term fiscal stability for public services. Engagement in legislative and regional discussions allows the City to represent its fiscal, service delivery, and long-term regional interests.
Fiscal Impact
Before the planned closure, unitary tax from DCPP generated tens of millions of dollars annually for local governments, school districts, and special districts in San Luis Obispo County, making it a significant source of local revenue, though projections showed it would decline as the plant approached the original closure date.
After PG&E announced in 2016 that the plant would shut down by 2025, the assessed value of DCPP assets decreased, leading to a steady reduction in unitary tax revenues and prompting local governments and school districts to anticipate substantial funding losses as the plant depreciated. To mitigate these impacts, PG&E and local agencies negotiated community impact agreements to help replace lost unitary tax revenue through 2025.
Since 2017, the unitary tax revenues have dropped between 50 and 60 percent for impacted agencies, including the City of Paso Robles.
Unitary tax distribution amounts to the City of Paso Robles over the past five fiscal years is as follows:
Fiscal Year Amount
2021-22 112,200
2022-23 103,300
2023-24 91,300
2024-25 84,000
2025-26 58,500
Following the extension of Diablo Canyon’s operations under Senate Bill 846 through 2030, the question of reinstating or recalculating unitary tax payments has become a renewed local issue, as the extension did not automatically restore prior tax levels, and unless legislative or other mitigation measures are enacted, the City will continue to experience a net loss of tax revenue no matter how long DCPP operations are extended.
CEQA
The City finds that this action is not a project under the California Environmental Quality Act pursuant to State Guidelines Section State CEQA Guidelines, §§ 15060, subd. (c)(2)-(3), 15378.
Recommendation
Approve the inclusion of the City of Paso Robles as a participating jurisdiction in support of the County of San Luis Obispo’s petition to the California State Legislature advocating for the continued operation of the Diablo Canyon Power Plant (DCPP), the provision of fiscal support to affected jurisdictions, and the continuation of associated land conservation efforts including participation in future activities in line with the major objectives of the Coalition.
Attachments
1. SLO County Letter to Cal State Legislature Supporting Extended Ops at Diablo Canyon Power Plant (DCPP)
2. SLO County BoS 12-16-2025 Agenda Item Requesting Chair to Send Letter to Cal State Legislature Supporting Extended Ops at Diablo Canyon Power Plant (DCPP)
Draft
COUNTY OF SAN LUIS OBISPO BOARD OF SUPERVISORS
John Peschong District One Supervisor
Bruce Gibson District Two Supervisor
Dawn Ortiz-Legg Chairperson, District Three Supervisor
Jimmy Paulding Vice-Chairperson, District Four Supervisor Heather Moreno District Five Supervisor
Katcho Achadjian Government Center County of San Luis Obispo 1055 Monterey Street | San Luis Obispo, CA 93408 | (P) 805-781-5450 | (F) 805-781-1350 [email protected] | slocounty.ca.gov
12/16/2025
To: Members of the California State Legislature
Cc: Relevant Legislative Committees
Subject: Request for Legislation Supporting Extended Operations of Diablo Canyon Power Plant, Coastal Land Conservation, and Restoration of Unitary Tax Treatment Dear Members of the Legislature:
On behalf of the County San Luis Obispo Board of Supervisors, we write to express our firm support for legislative action to enact measures authorizing Diablo Canyon Power Plant (DCPP) to operate for up to twenty (20) additional years, restore unitary tax treatment for DCPP, and support coastal land conservation and public access near the facility.
As the host county for California’s only operating commercial nuclear power plant which provides approximately 9% of the State’s total generation of power, San Luis Obispo County recognizes Diablo Canyon as a critical component of the State’s clean energy infrastructure. Extending the plant’s operational life for up to 20 years would provide stable, carbon free baseload power that strengthens grid reliability, reduces greenhouse gas emissions, and advances California’s clean energy and climate goals.
Continuation of operations, however, must be accompanied by fiscal fairness for the communities that host and support the facility. We therefore urge the Legislature to restore predecommissioning unitary taxation for DCPP during any extended period of operation. Historically, unitary tax revenues have been distributed to the County, cities, school districts, and special districts, supporting essential public services, educational programs, infrastructure maintenance, and public safety. Restoration of this tax structure is critical to maintaining the fiscal stability of local governments and public agencies.
If restoring the pre-decommissioning unitary tax treatment proves infeasible, we request alternate financial mitigations to the County and local jurisdictions impacted by exemptions of taxable value on the DCPP during the period of extended operations established by the statutory prohibition against including operating costs in PG&E’s rate base.
In tandem with extended operations, we support further conservation and public access frameworks for lands surrounding Diablo Canyon. Protecting these coastal and natural resources ensures long term environmental stewardship while providing opportunities for responsible public Attachment 1
1 of 2
Attachment 1
Draft
County of San Luis Obispo Government Center
1055 Monterey Street | San Luis Obispo, CA 93408 | (P) 805-781-5000 | (F) XXX-XXX-XXXX [email protected] | slocounty.ca.gov
access and public benefit. This balanced approach of clean energy, fiscal stability, and environmental conservation serves both local communities and the broader interests of the State.
In addition, future DCPP allocations related to changes in the values being assessed for portions of the property that may legislatively transition from highest and best use assessed acres of land towards lower value assessed acres of land due to new conservation restrictions should not financially penalize the affected region with lower assessed revenue figures.
Accordingly, we respectfully request that the Legislature:
1. Support the Nuclear Regulatory Commission’s regulatory approval process and establish a state licensing pathway to authorize DCPP to operate for up to 20 additional years.
2. Enact legislation restoring historic pre-decommissioning unitary tax treatment for Diablo Canyon Power Plant including land valuation for the duration of its extended operations or provide alternate equivalent financial mitigations.
3. Support the California Coastal Commission’s land conservation and public access plan for lands surrounding Diablo Canyon, in coordination with appropriate regulatory and conservation agencies.
Taken together, these actions represent a prudent and forward-looking policy framework that balances California’s clean energy needs with local fiscal health, environmental protection, and community interests.
Thank you for your attention to this important matter. We stand ready to work collaboratively with the Legislature to enact legislation that reflects these priorities and supports a sustainable and equitable future for San Luis Obispo County and the State of California.
Sincerely,
Chair
County San Luis Obispo Board of Supervisors
San Luis Obispo County
Attachment 1
2 of 2
Attachment 1
COUNTY OF SAN LUIS OBISPO
BOARD OF SUPERVISORS
AGENDA ITEM TRANSMITTAL
(1) DEPARTMENT
Executive Office
(2) MEETING DATE
12/16/2025
(3) CONTACT/PHONE
Kate Ballantyne - 805-781-5011
(4) SUBJECT
Added consent Item #41 – Request to authorize the Chair to send a letter to the California State Legislature supporting extended operations of Diablo Canyon Power Plant, restoration of unitary tax treatment, and coastal land conservation (Executive Office).
(5) RECOMMENDED ACTION
It is recommended that the Board authorize the Chair to send a letter to the California State Legislature supporting legislative action to:
1. Support DCPP operating for up to 20 additional years;
2. Restore historic pre-decommissioning unitary tax treatment for Diablo Canyon Power Plant (DCPP) during its extended operations by allowing eligible operating costs to be included in PG&E’s rate base.
3. If restoring the pre-decommissioning unitary tax treatment proves infeasible, provide alternate financial mitigations to the County and local jurisdictions impacted by exemptions of taxable value on the Diablo Canyon Power Plant (DCPP) during the period of extended operations established by the statutory prohibition against including operating costs in PG&E’s rate base; and
4. Support Coastal Commission land-conservation and public-access plans near the plant.
Additionally, direct staff to circulate the letter to local cities, school districts, and special districts for support. (6) FUNDING SOURCE(S) (7) CURRENT YEAR FINANCIAL
IMPACT
0.0000
(8) ANNUAL FINANCIAL
IMPACT
0.0000
(9) BUDGETED?
(10) AGENDA PLACEMENT
{ X } Consent { } Presentation { } Hearing (Time Est. _______) { } Board Business (Time Est.______) (11) EXECUTED DOCUMENTS
{ } Resolutions { } Contracts { } Ordinances { X } N/A
(12) OUTLINE AGREEMENT REQUISITION NUMBER (OAR)
N/A
(13) BUDGET ADJUSTMENT REQUIRED?
BAR ID Number: N/A
{ } 4/5th's Vote Required { X } N/A
(14) LOCATION MAP
N/A
(15) BUSINESS IMPACT STATEMENT?
N/A
(16) AGENDA ITEM HISTORY
{ } N/A Date 12/9/2025____________
(17) EXECUTIVE OFFICE REVIEW
This item was prepared by the Executive Office and reviewed by County Counsel Attachment 2
COUNTY OF SAN LUIS OBISPO
TO: Additions, subtractions and corrections to the Board of Supervisors Agenda FROM: Executive Office / Kate Ballantyne - 805-781-5011 DATE: 12/16/2025
SUBJECT: Added consent Item #41 - Request to authorize the Chair to send a letter to the California State Legislature supporting extended operations of Diablo Canyon Power Plant, restoration of unitary tax treatment, and coastal land conservation (Executive Office).
RECOMMENDATION
It is recommended that the Board authorize the Chair to send a letter to the California State Legislature supporting legislative action to:
1. Support DCPP operating for up to 20 additional years;
2. Restore historic pre-decommissioning unitary tax treatment for Diablo Canyon Power Plant (DCPP) during its extended operations by allowing eligible operating costs to be included in PG&E’s rate base.
3. If restoring the pre-decommissioning unitary tax treatment proves infeasible, provide alternate financial mitigations to the County and local jurisdictions impacted by exemptions of taxable value on the Diablo Canyon Power Plant (DCPP) during the period of extended operations established by the statutory prohibition against including operating costs in PG&E’s rate base; and
4. Support Coastal Commission land-conservation and public-access plans near the plant.
Additionally, direct staff to circulate the letter to local cities, school districts, and special districts for support.
DISCUSSION
At the December 9, 2025, Board of Supervisors meeting, direction was given to staff to prepare a letter to the Legislature advocating for the continuation of DCPP operations, restoration of unitary tax treatment, and protection of coastal lands surrounding the plant.
This legislative advocacy aligns with the County’s 2025 Legislative Platform, which identifies priorities related to energy policy, fiscal stability, and environmental stewardship (link to platform).
DCPP is a critical component of California’s clean-energy infrastructure. Extending its operational life would help provide stable, carbon-free baseload power, support grid reliability, reduce emissions, and advance statewide Attachment 2
clean-energy goals. Restoration of unitary taxation ensures continued fiscal support for the County, cities, school districts, and special districts, safeguarding essential public services. Concurrently, supporting coastal landconservation measures ensures preservation of natural resources while providing potential public access.
OTHER AGENCY INVOLVEMENT/IMPACT
County Counsel reviewed the letter. Local agencies that have historically benefited from the Unitary Tax will be invited to review and endorse the letter, providing coordinated regional support and reinforcing the County’s position with the Legislature.
FINANCIAL CONSIDERATIONS
Prior to the 2016/17 decommissioning efforts, the County, local cities, schools and special districts received approximately $21 million annually in unitary taxes attributable to DCPP. Unitary tax receipts have since been reduced to $8M as the assessed value of the plant has declined pending its planned closure.
The renewed extension of operations of the DCPP will require significant new investment, which under unmodified unitary tax regulations, would increase the taxable plant value and return essential unitary taxes to the region.
However, legislation enacted to extend the operations includes provisions to exempt the new investment in DCPP from taxable value, preventing the restoration of unitary tax revenues to the region.
Responsibility of DCPP operations to provide unitary taxes relied upon to fund critical services to residents of the region the plant occupies should continue during the period of extended operations. If not feasible to restore standard unitary tax treatment for the new investment, alternate financial mitigations should be provided to the region.
In addition, future DCPP assessments related to any changes in assessed values for portions of real property that may transition from highest and best use acres of land, towards lower assessed value acres of land due to new conservation restrictions, should not financially penalize the affected region with any reduction in tax revenues.
RESULTS
Approval of this transmittal and letter would formally convey the Board’s position to the Legislature, reflecting support for extended DCPP operations, fiscal stability, and environmental stewardship.
ATTACHMENTS
1 Unitary Tax Letter - Draft
Attachment 2
Council Agenda Report
From: Ryan Cornell, Administrative Services Director
Shannon Foutz, Human Resources/Risk Manager
Subject: Approval of the Memorandums of Understanding with the Paso Robles Professional Firefighters, Local 4148 and the Service Employees International Union, Local 620; the Side Letter of Agreement with the Paso Robles Police Association; an Amendment to the Unr
CEQA Determination: The City finds that this action is not a project under the California Environmental Quality Act pursuant to State Guidelines Section State CEQA Guidelines, §§ 15060, subd. (c)(2)-(3), 15378.
Date: January 14, 2026
Facts
1. A union, or association, is an organization of workers who join together to collectively bargain with their employer. The City has three represented bargaining units: the Paso Robles Police Association (POA), the Paso Robles Professional Firefighters, Local 4148 (IAFF), and the Service Employee International Union, Local 620 (SEIU); and two unrepresented groups: the Unrepresented Confidential, Professional, and Management Group (MGMT), and the Unrepresented PartTime/Temporary (PT) Group.
2. A memorandum of understanding (MOU) is a formal, written contract between the City and a represented union which outlines wages and benefits. Because the MGMT and PT groups are unrepresented, a Wage and Benefit Summary is created to do the same.
3. On December 20, 2022, City Council approved Resolution No. 22-163, approving the MOUs between the City and each of its employee groups. The terms of these agreements expired on December 31, 2025.
4. Since August 2025, City Council has authorized negotiation parameters in a series of closed session meetings.
5. On December 16, 2025, City Council approved Resolution No. 25-143, approving the MOU with the Paso Robles Police Association and the Wage and Benefit Summaries for the unrepresented MGMT and PT groups.
6. Negotiations with representatives of IAFF and SEIU regarding a successor MOU have been occurring in good faith over the past several months and a tentative agreement has been reached for a threeyear term, beginning on January 1, 2026.
7. A component of the MOUs with IAFF and SEIU include additional medical benefit contributions than what was approved with POA and MGMT contract. The Side Letter of Agreement and the Amendment to MGMT’s Wage and Benefit Summary increases the City’s contribution thus making it consistent amongst all of the employee groups.
8. The Wage and Benefit Summary for the MGMT group approved in December 2025 calls for an amendment to the cost-sharing agreement for employees in the police safety and fire safety member categories. To initiate a CalPERS contract amendment for unrepresented employees, the City must
submit an adopted resolution as reflected in Attachment 2 reflecting the proposed changes, along with the signatures of the affected employees indicating their approval.
9. The California Public Employees Retirement System (CalPERS) requires governing bodies of local agencies that contract with CalPERS for retirement benefits to approve and adopt a publicly available pay schedule in accordance with public meeting laws. The pay schedule must identify each position by title, the individual pay rate or range for the position, and the time base upon which the pay amounts are calculated, and must be posted at the office of the employer or be immediately accessible and available for public review from the employer during normal business hours or posted on the employer’s website (pursuant to California Code of Regulations, Title 2, Section 570.5).
Options
1. Take no action;
2. Approve the proposed MOUs with the Paso Robles Professional Firefighters and the Service Employee International Union; the Side Letter of Agreement with the Paso Robles Police Association; the Amendment to the Unrepresented Confidential, Professional, and Management Group Wage and Benefit Summary; and the Master Pay Schedule; and the amendment to the CalPERS cost-sharing agreement for the MGMT police and fire safety member categories;
3. Provide alternative direction to staff.
Analysis and Conclusions
Labor MOUs and Wage and Benefit Summaries provide a clear and concise document that outlines wages, retirement benefits, and health benefits to be provided to the City’s employees. These agreements are critical to City operations since employees are the ones who deliver essential services to the community, and the agreements provide them with assurance regarding the benefits they will receive. As the City looks ahead to the next three years, it is important to acknowledge that this period will largely represent a “hold-the-line” approach with respect to the City’s ability to increase pay and benefits. While this stands in stark contrast to the past three years, the current approach reflects changing economic conditions and the need for prudent long-term planning. Despite economic constraints, the City remains fiscally stable and is able to enter into these agreements, even if they are more reserved than those of recent years. The City remains competitive in the job market among comparator agencies. Within this context, these agreements serve as a vital tool to ensure predictability for both the organization and its workforce.
Paso Robles Professional Firefighters
The economic factors proposed in this tentative agreement are modest when compared to the previous three-year contract. In brief, the agreement calls for a cost-of-living adjustment (COLA) on January 4, 2026, of 2% (it should be noted that fire captains will receive an additional 1% to base wages in place of a previous education incentive of 1%). No other COLAs or wage adjustments are proposed for the second or third of the contract.
In addition to the items noted above, the proposed adjustment also addresses recruitment and retention considerations related to retirement cost sharing. Currently, employees contribute between 19% and
19.75% of wages toward CalPERS retirement, which is 6% to 10% above the minimum required contribution. This cost-sharing structure was negotiated approximately six years ago to help manage rising retirement costs; however, a recent class and compensation study found that the City’s employee contribution rates are among the highest when compared to peer agencies. Elevated employee retirement contributions can place the City at a competitive disadvantage in attracting and retaining qualified personnel.
To address this issue, the proposed Memorandum of Understanding includes a phased 5% reduction in retirement cost sharing over three years (1% in the first year, followed by 2% in each of the second and third years). While this adjustment does not affect gross wages, it reduces required employee deductions, resulting in increased net pay and improving overall competitiveness. The proposed change also aligns retirement contribution rates across all sworn staff, including safety managers and POA-represented officers, promoting consistency and equity within the organization.
Service Employees International Union
Similar to the IAFF agreement, the economic factors proposed for the SEIU are modest compared to the previous three-year contract. Since mid-2023, the City has been engaged in a comprehensive classification and compensation study. A classification and compensation study defines the types of jobs in the organization and how much those types of job will pay. The study results include “unbroadbanding” classifications and implementing wage adjustments aligned with both market data and internal equity.
Unbroadbanding means each position will be in its own standalone classification rather than grouping several positions together. It also means the City can be more flexible with adjustments to positions without impacting the broader classification.
In the first year of the agreement, wage adjustments for SEIU will consist solely of implementing the study’s recommendations. Employees whose wage ranges are adjusted upward will be placed at the closest step in the new grade that does not result in a reduction in pay. Employees whose step placement in the new grade is lower than their current step will receive non-pensionable compensation equal to the percentage difference between the top step of the new wage range and the top step of the former wage range. This additional compensation will cease once the wage for their step in the new range exceeds the rate for the same step in the old range. This is the same methodology used with the MGMT group.
Similar to the MGMT group, in the second and third years of the agreement, all classifications will receive a 2% cost-of-living adjustment.
Benefit Enhancements
As for benefit enhancements, the current MOU provides employees with a fixed City contribution toward medical premiums. These contributions do not adjust automatically past the term of the agreement, and without a new MOU in place, employees would be responsible for 100% of medical premium increases in 2026. To prevent this issue in the future, the tentative agreement includes scheduled contribution increases for the next four years, including one year beyond the MOU’s expiration. This ensures employees have accurate information regarding their medical costs during the open enrollment period while in negotiations for successor MOUs.
The City offers a variety of medical plans and coverage (e.g., HMOs and PPOs) and each of the plans has different premium amounts. Historically, the City’s PERS Gold PPO has been the lowest cost option; however, for 2026, Blue Shield Trio HMO plan is the most affordable option. For POA, the City recently negotiated premiums based on the ‘lowest healthcare plan’ available; City MGMT followed the same contribution amounts. However, the vast majority of SEIU members are on PERS Gold PPO and, because the differences in the two rates were minimal, the proposed MOUs and Side Letters reset the amounts based on PERS Gold PPO and not the Blue Shield Trio HMO plan in the first year.
Coverage Type
Previously
Approved POA
and MGMT
Monthly
Contributions
Proposed
Monthly
Contribution
Increase per
Month
Employee only 936.58 956.28 19.70
Employee plus one 1,685.84 1,721.30 35.46
Family 2,191,60 2,237.70 46.10
For 2026, the City’s monthly medical contributions will increase to $956.28 for employee-only coverage, $1,721.30 for employee-plus-one coverage, and $2,237.70 for family coverage. For 2027, 2028, and 2029, the City’s medical contribution will increase by a percentage equal to the premium increase of the lowest cost PPO medical plan, capped at 5%. For example, if premiums increase by 4%, the City’s contribution will also increase by 4%. These adjustments will result in the City covering 100% of employee-only premiums, 90% of employee-plus-one premiums, and 85% of family premiums (for the first year of the contracts). As a result, medical contribution levels will be consistent amongst all employee groups.
Staff would like to thank SEIU and IAFF for their collaborative and solutions-focused approach throughout these negotiations. Despite the economic headwinds facing jurisdictions across the state, both parties remained committed to reaching a balanced and sustainable agreement that supports our workforce and the community we serve. We appreciate the SEIU and IAFF’s engagement and partnership in achieving this outcome.
Fiscal Impact
The estimated cost of the IAFF agreement is approximately $250,000 in 2026, $375,000 in 2027, and $456,000 in 2028. The estimated cost of the SEIU agreement is approximately $609,000 in 2026, $931,000 in 2027, and $1,192,000 in 2028. The increase in medical contributions for the POA and MGMT employees total approximately $126,200 per year than previously estimated.
It should be noted that these projections reflect increases associated with enhanced medical contributions, incentive pays, and other negotiated compensation adjustments. Actual expenditures in subsequent years may differ based on several factors, including the timing and number of employees who obtain new certifications, the filling of specialty or incentive-eligible assignments, employee turnover, and annual medical premium fluctuations. As these variables change, corresponding personnel costs may increase or decrease relative to current estimates.
CEQA
The City finds that this action is not a project under the California Environmental Quality Act pursuant to State Guidelines Section State CEQA Guidelines, §§ 15060, subd. (c)(2)-(3), 15378.
Recommendation
Approve Resolution 26-XXX, authorizing the City Manager to execute the Memorandums of Understanding between the City of Paso Robles and the Paso Robles Professional Firefighters and the Service Employees International Union; the Side Letter of Agreement between the City of Paso Robles and the Paso Robles Police Association; the Unrepresented Confidential, Professional, and Management Group Wage and Benefit Summary Amendment; and approving the Master Pay Schedule; and approve
Resolution 26-XXX, authorizing an amendment to the CalPERS cost-sharing agreement for the MGMT police and fire safety member categories.
Attachments
1. Resolution 26-XXX – Approval of IAFF and SEIU MOUs, POA Side Letter of Agreement, MGMT Wage and Benefit Summary Amendment, and the Master Pay Schedule a. Exhibit A – Paso Robles Professional Firefighters Memorandum of Understanding b. Exhibit B – Service Employees International Union Memorandum of Understanding c. Exhibit C – Paso Robles Police Association Side Letter of Agreement d. Exhibit D – Unrepresented Confidential, Professional, and Management Group Wage and Benefit Summary Amendment
e. Exhibit E - Master Pay Schedule
2. Resolution 26-XXX – Authorization of an Amendment to the CalPERS Cost-Sharing Agreement for the MGMT Police and Fire Safety Member Categories Pursuant To Government Code Section 20516
Attachment 1
RESOLUTION 26-XXX
RESOLUTION OF THE CITY COUNCIL OF THE CITY OF EL PASO DE ROBLES
APPROVING THE MEMORANDUMS OF UNDERSTANDING WITH THE PASO ROBLES PROFESSIONAL FIREFIGHTERS, LOCAL 4148 AND THE SERVICE EMPLOYEES INTERNATIONAL UNION, LOCAL 620; SIDE LETTER OF AGREEMENT WITH THE PASO ROBLES POLICE ASSOCIATION; AMENDMENT TO THE
UNREPRESENTED CONFIDENTIAL, PROFESSIONAL, AND MANAGEMENT GROUP WAGE AND BENEFIT SUMMARY; AND THE MASTER PAY SCHEDULE
WHEREAS, in December 2022, City Council approved the Memorandums of Understanding (MOUs) between the Paso Robles Police Association (POA), Paso Robles Professional Firefighters (IAFF), and Service Employees International Union (SEIU), the Unrepresented Confidential, Professional, and Management Group (MGMT) Wage and Benefit Summary, and the Unrepresented Part-Time/Temporary (PT) Group Wage and Benefit Summary; and
WHEREAS, the agreements between the City and each of its employee groups expire on December 31, 2025; and
WHEREAS, since August 2025, City Council has authorized negotiation parameters in a series of closed session meetings; and
WHEREAS, on December 16, 2025, City Council approved Resolution No. 25-143, approving the MOU with the Paso Robles Police Association and the Wage and Benefit Summaries for the unrepresented MGMT and PT groups;
WHEREAS, negotiations with representatives of IAFF and SEIU regarding a successor MOUs have been occurring in good faith over the past several months and a tentative agreement has been reached for a three-year term, beginning on January 1, 2026;
WHEREAS, the MOUs with IAFF and SEIU include higher medical benefit contributions than those approved under the POA and MGMT agreements; the Side Letter of Agreement and Wage and Benefit Summary amendment increase the City’s contribution to align medical benefit contributions across all employee groups; and
WHEREAS, CalPERS requires governing bodies of local agencies that contract with CalPERS for retirement benefits to approve and adopt a publicly available pay schedule in accordance with public meeting laws.
NOW, THEREFORE, THE CITY COUNCIL OF THE CITY OF EL PASO DE ROBLES DOES HEREBY RESOLVE AS FOLLOWS:
Section 1. All of the above recitals are true and correct and incorporated herein by reference.
Section 2. The City Council hereby authorizes the City Manager to execute the memorandums of understanding between the City of Paso Robles and the Paso Robles Professional Firefighters and the Service Employee International Union; the Side Letter of Agreement with the Paso Robles Police Association; the Amendment to the Unrepresented Confidential, Professional, and Management Group Wage and Benefit Summary; and the Master Pay Schedule as attached hereto as Exhibits A through D and incorporated herein by reference.
Attachment 1
Section 3. The master pay schedule contained in Exhibit E, attached hereto and incorporated herein by reference, is hereby approved and adopted in accordance with CalPERS requirements (California Code of Regulations, Title 2, Section 570.5).
APPROVED this 14
th day of January, 2026, by the following vote:
AYES:
NOES:
ABSENT:
ABSTAIN:
John R. Hamon, Jr., Mayor
ATTEST:
Melissa Martin, City Clerk
Exhibit A – Paso Robles Professional Firefighters Memorandum of Understanding Exhibit B – Service Employees International Union Memorandum of Understanding Exhibit C – Paso Robles Police Association Side Letter of Agreement Exhibit D – Unrepresented Confidential, Professional, and Management Group Wage and Benefit Summary Amendment
Exhibit E – Master Pay Schedule
Exhibit A
MEMORANDUM OF UNDERSTANDING BETWEEN
THE CITY OF EL PASO DE ROBLES AND
THE PASO ROBLES PROFESSIONAL FIREFIGHTERS IAFF, LOCAL 4148 January 1, 2026 to December 31, 2028
Exhibit A
1 TABLE OF CONTENTS
1. TERM OF MEMORANDUM OF UNDERSTANDING .......................................................... 3
2. REOPENER.................................................................................................................... 3
3. WAGES......................................................................................................................... 3
4. LONGEVITY PAY ........................................................................................................... 4
5. INCENTIVE PAYS........................................................................................................... 4
6. BILINGUAL PAY ............................................................................................................ 5
7. TEMPORARY ASSIGNMENT PAY.................................................................................... 5
8. PAYCHECKS .................................................................................................................. 7
9. HOURS OF WORK ......................................................................................................... 8
10. OVERTIME.................................................................................................................... 8
11. COMPENSATORY TIME OFF .......................................................................................... 9
12. EMERGENCY CALL BACK PAY ...................................................................................... 10
13. COURT PAY ................................................................................................................ 10
14. CONSTANT STAFFING ................................................................................................. 10
15. MINIMUM STAFFING LEVELS ...................................................................................... 10
16. RETIREMENT BENEFITS............................................................................................... 11
17. INSURANCE................................................................................................................ 13
18. LEAVES....................................................................................................................... 16
19. UNIFORMS................................................................................................................. 21
20. EDUCATION REIMBURSEMENT POLICY ....................................................................... 22
21. DUES DEDUCTIONS..................................................................................................... 22
22. UNION BUSINESS ....................................................................................................... 22
23. RECLASSIFICATIONS ................................................................................................... 23
24. COMPARISON AGENCIES ............................................................................................ 24
25. PROBATIONARY PERIOD............................................................................................. 24
26. ADVANCEMENT IN WAGES......................................................................................... 24
27. PERFORMANCE RATING SYSTEM AND DENIAL OF STEP INCREASE ............................... 25
28. PERSONNEL FILES ....................................................................................................... 26
29. DEPARTMENT POLICIES AND PROCEDURES................................................................. 26
Exhibit A
2 30. MANAGEMENT RIGHTS .............................................................................................. 27
31. GRIEVANCE PROCEDURE ............................................................................................ 29
32. ALTERNATIVE DISPUTE RESOLUTION PROCESS............................................................ 31
33. APPENDIX A – WAGE TABLES...................................................................................... 33
Exhibit A
3 MEMORANDUM OF UNDERSTANDING BETWEEN
THE CITY OF EL PASO DE ROBLES AND
THE PASO ROBLES PROFESSIONAL FIREFIGHTERS IAFF, LOCAL 4148
1. TERM OF MEMORANDUM OF UNDERSTANDING
The term of the Memorandum of Understanding (“MOU”) shall be for 36 months commencing on January 1, 2026, and expiring on December 31, 2028.
A. It is agreed and understood that during the negotiations which culminated in this MOU, each party enjoyed and exercised without restraint, except as provided by law, the right and opportunity to make demands and proposals or counterproposals with respect to any matter subject to “meet and confer” and that the understandings and agreement arrived at after the exercise of that right are set forth in this MOU. The parties agree they shall meet and confer with respect to any changes to subject matter, whether referred to or not in this MOU.
B. Any provisions, alteration, understanding, waiver, or modification of any of the terms or provisions contained in this MOU shall not be binding on the parties unless made and signed in writing by all of the parties to this MOU, and if required, approved, and implemented by the City Council.
C. The waiver of any breach, term, or condition of this MOU by either party shall not constitute a precedent in the future enforcement of all its terms and provisions.
2. REOPENER
During the course of this agreement, if the City’s non-discretionary expenses significantly surpass projections, the City shall have the right to reopen this agreement in order to avoid potential layoffs or reductions in services.
3. WAGES
Appendix A establishes the wage ranges for all IAFF-represented classifications. The City shall implement the following wage adjustments during the term of this agreement:
Effective the first full pay period in January 2026, employees will receive a two percent (2%) wage increase. Employees in the Fire Captain and Administrative Fire Captain classifications will receive an additional one percent (1%), for a total wage increase of three percent (3%).
Exhibit A
4 Upon implementation of the January 2026 adjustments, employees assigned to paramedic classifications (e.g., Firefighter/Paramedic) shall be placed in the corresponding non-paramedic classification (e.g., Firefighter) and shall receive paramedic incentive in accordance with Section 5.C.
4. LONGEVITY PAY
CalPERS tier I and tier II employees with a current hire date prior to June 27, 2021, shall be eligible for a longevity pay incentive of three percent (3%) of base wages, so long as the employee has at least six (6) years of service as a firefighter.
Longevity pay is in recognition of the additional 2% in retirement contributions tier I and II employees began cost sharing effective June 28, 2020, and the additional 2% cost sharing effective June 27, 2021.
5. INCENTIVE PAYS
A. Hazardous Materials Specialist
Employees who possess the certification for and are assigned to work as Hazardous Materials Specialists who are routinely and consistently exposed to toxic, radioactive, explosive, or other hazardous substances or perform hazardous activities to implement health or safety procedures shall receive additional compensation of two percent (2%) of base pay effective the first day of the pay period following assignment.
B. Fire/Company Officer
The Fire/Company Officer certification classes are offered as an incentive to enhance job performance and are not a requirement for the current job classification for firefighters or fire engineers. These classes provide a comprehensive understanding of incident command principles and tactical decision-making essential to safe and effective emergency scene management.
They also develop competencies in administration, inspections, fire investigations, human resource principles, documentation, and risk awareness. Completion of these classes enhances consistent operations, continuity of leadership, and standardized organizational performance.
Firefighters and fire engineers who complete all classes required to obtain a Company Officer certification, as determined by the Office of the State Fire Marshal, shall receive additional compensation of one percent (1%) of base pay.
This compensation will be paid per pay period and will become effective the first day of the pay period following the issuance date of the certificate for the last
Exhibit A
5 completed class in the series required to obtain their State Fire Marshal certification. For example, an employee completes five of the six classes. Once they complete the sixth class, they will begin receiving the incentive pay starting the first day of the pay period following the certificate issuance date for the sixth class.
C. Paramedic License
Employees who possess or obtain a California and/or National Registry paramedic license shall receive additional compensation of twelve and a half percent (12.5%) of base pay effective the first day of the pay period following the date the certificate is issued. An employee’s loss of a valid paramedic license will result in an automatic removal of this incentive pay effective the date of loss.
6. BILINGUAL PAY
The City agrees to pay qualified employees additional compensation to provide bilingual services as follows:
• Verbal bilingual services: $46.15 per pay period
• Written bilingual services: $11.54 per pay period
• Verbal and written bilingual services: $57.69
This incentive will be prorated if the employee separates mid-pay period based on the number of hours worked in the pay period. Employees shall be required to pass qualifying examinations administered by the City to determine the proficiency for bilingual assignments and retest for proficiency every five (5) years to maintain eligibility.
7. TEMPORARY ASSIGNMENT PAY
A. Short-Term Acting Assignments
1. Acting Engineer and Captain Assignments
When a Firefighter or Engineer covered by the provisions of this agreement is temporarily assigned in writing by the City Manager to perform all duties of a position in a higher classification at the Engineer or Captain level for at least one hour, they shall receive temporary assignment pay equal to the difference between their current base wage and the lowest step in the higher classification that provides an increase of at least five percent (5%). Employees shall be responsible for all normal full-time duties of the higher classification regardless of assignment length, and shall be eligible for compensation pursuant to this section effective
Exhibit A
6 the first working day of the assignment. The appointment will be documented through an offer letter that is placed in the employee’s personnel file.
2. Acting Battalion Chief Assignments
When a Captain covered by the provisions of this agreement is temporarily assigned in writing by the City Manager to perform all duties of a position in a higher classification at the Operations Battalion Chief level for at least one hour, they shall be provided compensation equal to 5% of their base pay. Employees shall be responsible for all normal full-time duties of the higher classification regardless of assignment length, and shall be eligible for compensation pursuant to this section effective the first working day of the assignment. The appointment will be documented through an offer letter that is placed in the employee’s personnel file.
B. Temporary Interim Assignments Within the Employee Group When an employee is temporarily appointed in writing by the City Manager to perform all duties of a position in a higher classification within IAFF for a period of at least 15 consecutive working days, that employee’s base wage shall be set at the lowest step in the higher classification that provides an increase to the assigned employee’s base wage of at least five percent (5%). An assigned employee’s base wage shall not be lower than the minimum or exceed the maximum defined wage range of the higher classification. The appointment will be documented through an offer letter that is placed in the employee’s personnel file. Upon reaching the eligibility for advancement pursuant to Article 27, the employee’s compensation shall be increased to the next applicable step in the wage range.
C. Temporary Interim Assignments Outside of the Employee Group When an employee is temporarily appointed in writing by the City Manager to perform all duties of a position in a higher classification outside of IAFF for a period of at least 15 consecutive working days, that employee shall be compensated at the lowest step in the higher classification that provides an increase to the assigned employee of at least five percent (5%) of their current compensation level, inclusive of base pay and all applicable incentives (Longevity Pay, Hazardous Materials Pay, Educational Incentive and Certificate Pay, and Administrative Captain Pay). An assigned employee’s base wage shall not be lower than the minimum or exceed the maximum defined wage range of the higher classification.
The appointment will be documented through an offer letter that is placed in the employee’s personnel file. Upon reaching the eligibility for advancement pursuant
Exhibit A
7 to Article 27, the employee’s compensation shall be increased to the next applicable step in the wage range.
D. Additional Duties
When an employee is temporarily appointed in writing by the City Manager to perform additional duties in a higher classification for a period of at least 15 consecutive working days, that employee shall be provided compensation equal to 5% of their base pay. The assignment will be documented through an offer letter that is placed in the employee’s personnel file.
E. Use of Temporary Assignment Pay in Pension Calculations Compensation for temporary interim assignments must comply with Government Code § 20636 and Title 2 California Code of Regulations §§ 571 and 571.1 in order to be eligible for use in the calculation of CalPERS retirement benefits.
Compensation for additional duties is not compliant for the purposes of pension calculations and will not be included in CalPERS reporting.
8. PAYCHECKS
The City compensates employees through electronic bank transfers issued on Fridays, one week following the end of each two-week (biweekly) pay period. Electronic pay receipts (pay stubs) and W-2s are accessible through the Employee Self Service (ESS) web portal.
Employees unable to print these documents may request copies from Human Resources.
All compensation shall be issued on one pay stub; separate checks will not be issued for payments such as vacation cash outs.
Payroll Corrections: If an error occurs in the payment of an employee’s wages, overtime, deductions, or leave balances/usage, the City shall adjust such compensation to the correct amount and provide written notice to the employee. In cases of underpayments, the City shall process the correction as soon as practicable, typically the following pay period. In the event of an overpayment, Human Resources will determine a reasonable repayment schedule of no more than 12 months in duration and inform the employee of the schedule directly, or through the department director. The affected employee shall be given an opportunity to discuss the schedule of repayment and, if necessary, to request an adjustment to the repayment schedule as needed and reasonable. Factors considered in determining a reasonable schedule for repayment include, but are not limited to, the length of time the overpayment has occurred, the amount of the overpayment, the employee’s normal wages, and other financial obligations of the employee. If an employee with an active repayment plan separates from City employment prior to full repayment, any remaining balance shall be deducted from the employee’s final wages and leave payouts, consistent with FLSA and applicable law.
Exhibit A
8 9. HOURS OF WORK
All employees must accurately report all in/time out to the nearest 5 minutes. All time spent for the benefit of the City must be reported as hours worked on timecards work to ensure proper compensation. Employees may not “volunteer” to perform duties that are the same as or similar to their stated or regular job duties. Employees have no authorization to work without compensation. Supervisors are prohibited from requesting or allowing overtime-eligible employees to work off the clock.
Time worked of less than eight (8) minutes in any workday shall not be counted toward total hours worked. As such, hours paid shall be rounded to the nearest fifteen (15) minutes for payroll purposes. (E.g., an employee who starts work at 8:05 am and ends work at 7:55 pm worked 23 hours and 50 minutes. As hours paid is rounded to the nearest 15 minutes, they must record 23.75 hours on their timecard.).
Shift Personnel: The standard work schedule shall be an average of fifty-six (56) hours per week based on a three (3) platoon schedule of repeating two (2) twenty-four (24) hours days on, and four (4) days off. Shifts will start and end at 0800 hours. When assigned to training, modified duty, or in any instance where an employee is not reasonably required to respond to emergencies, employees shall be provided a thirty (30) minute unpaid meal break. At the discretion of the Fire Chief, the work schedule may be revised to provide alternative scheduling for days on/off. If necessary, the FLSA work period may be modified to accommodate this change.
Newly hired personnel, personnel on modified duty, and personnel assigned to training may be assigned a forty (40) hour week. Employees converting between a 40-hour and 56-hour work week shall have the hours in their hourly pay rate and leave balances adjusted by a factor of 1.4 accordingly.
Administrative Captains: The work shift for Administrative Captains will be based on operational needs of the department as determined by the Fire Chief or their designee.
Employees shall be scheduled to work on regular work shifts with regular start and end times but may be changed with 7 days prior notice unless mutually agreed upon to implement the change earlier. Administrative Captains shall be provided a thirty (30) minute unpaid lunch break scheduled to occur approximately halfway through the work shift, unless performing shift work.
10. OVERTIME
Shift Personnel: All hours worked in excess of two hundred and twelve (212) hours over the twenty-eight (28) day work period shall be compensated shall be compensated at the rate of one and one–half (1.5) times the employee's regular rate of pay. The workweek
Exhibit A
9 for purposes of the Fair Labor Standards Act (FLSA) overtime calculations shall consist of a twenty-eight (28) consecutive day period, beginning Sunday at 12:00 am and ending Saturday at 11:59 pm. Shift employees assigned to modified duty or other assignments that do not qualify under the FLSA Section 207(k) 28-day work period shall instead be subject to a forty (40) hour workweek, consistent with the schedule applicable to Administrative Captains.
Administrative Captains: All hours worked in excess of forty (40) hours over the seven (7) day work period beginning at 12:01 A.M. Sunday and ending at 12:00 midnight Saturday shall be compensated at the rate of one and one–half (1.5) times the employee's regular rate of pay.
All overtime must be approved in advance by a manager.
“Hours worked” for all IAFF employees shall include jury duty, sick leave, bereavement leave, and previously scheduled vacation and compensatory time off for purposes of this paragraph.
11. COMPENSATORY TIME OFF
Subject to approval from the Fire Chief or their designee, overtime hours may be compensated as compensatory time off at the rate of one and one–half (1.5) hours for each hour of overtime worked, in lieu of cash payment. The maximum compensatory time off accrual shall be 144 hours for shift personnel, and 100 hours for Administrative Captains. In the event that compensatory time off is cashed out, it will be paid at the employee’s current rate of pay. Overtime hours worked for all IAFF employees while on mutual aid assignments are not eligible to be converted to comp time.
Time off will be scheduled by mutual agreement of the employee and the Fire Chief or their designee. It is understood that compensatory time off will not be approved in the absence of qualified replacement personnel, in cases of high fire danger, when personnel are out of area due emergency assistance to other agencies, and as established within departmental policy parameters. Employees denied requested compensatory time off may, at their option, receive pay in lieu.
Employees converting between a 40-hour and 56-hour work week shall have the hours in their comp bank adjusted by a factor of 1.4 accordingly. Any hours in their bank in excess of the maximum accrual will be paid out on their final shift paycheck at their current rate of pay.
Exhibit A
10 12. EMERGENCY CALL BACK PAY
When an employee is called back to work after completion of their normal working hours to respond to an emergency in progress, cover a station that is uncovered due to an emergency in progress, cover for an employee who must immediately leave due to illness, or to investigate a fire or other incident, the employee shall receive a minimum of two (2) hours of compensation at one and one-half times the employee’s regular rate of pay.
13. COURT PAY
Employees may be assigned standby for court appearances by their supervisor or manager. When assigned, employees must:
1. Remain readily reachable at all hours by telephone or other agreed upon communication equipment;
2. Be ready to respond to (arrive at) court within thirty (30) minutes; and
3. Refrain from activities which might impair their ability to perform their assigned duties safely and effectively.
Standby compensation shall consist of two (2) hours of pay at the straight-time rate. If an employee is held over for an afternoon court assignment, the employee shall receive an additional two (2) hours of pay at the straight-time rate. If the employee is required to appear in court, the employee shall receive compensation at the employee’s normal rate for all time worked.
Employees are responsible for calling in to determine whether they have been released from court standby.
14. CONSTANT STAFFING
Shift personnel may be required to work at the discretion of management to ensure adequate department staffing.
15. MINIMUM STAFFING LEVELS
The minimum on-duty staffing level for IAFF fire suppression shift personnel shall be no less than eleven (11).
Each engine company shall be staffed with a minimum of one Fire Captain, one Fire Engineer, and one Firefighter. At least one of these personnel must have a paramedic license, and the remaining must have an EMT certification. Acting Fire Captains and Fire Engineers meet the intent of the minimum staffing levels.
Exhibit A
11 Paramedic rescue units shall be staffed with a minimum of two personnel, one of whom must have a paramedic license, and the other must have an EMT certification.
16. RETIREMENT BENEFITS
A. CalPERS
1. Tier 1 - Employees hired prior to May 27, 2012
• 3% @ 55 benefit formula.
• Employees shall pay the nine (9%) employee contribution. • Employees shall contribute an additional ten percent (10%) toward retirement costs pursuant to Govt. Code Section
20516, for a total current contribution of 19%. The increased contributions are credited to each member account as normal contributions.
• Effective January 18, 2026, or as soon as administratively possible thereafter, the amount employees contribute
pursuant to Govt. Code section 20516 will be reduced to nine percent (9%), for a total contribution of eighteen percent (18%).
• Effective January 3, 2027, or as soon as administratively possible thereafter, the amount employees contribute
pursuant to Govt. Code section 20516 will be reduced to seven percent (7%), for a total contribution of sixteen percent (16%). • Effective January 2, 2028, or as soon as administratively possible thereafter, the amount employees contribute
pursuant to Govt. Code section 20516 will be reduced to five percent (5%), for a total contribution of fourteen percent (14%).
• CalPERS will use the highest average annual compensation earned during any 12-month consecutive period of
employment for final compensation.
2. Tier 2 - Employees hired between May 27, 2012, and December 31, 2012, and those hired on or after January 1, 2013, who meet the definition of classic member pursuant to the California Public Employees’ Pension Reform Act (PEPRA)
• 3% @ 55 benefit formula.
• Employees shall pay the nine (9%) employee contribution.
Exhibit A
12 • Employees shall contribute an additional ten percent (10%) toward retirement costs pursuant to Govt. Code Section
20516, for a total current contribution of 19%. The increased contributions are credited to each member account as normal contributions.
• Effective January 18, 2026, or as soon as administratively possible thereafter, the amount employees contribute
pursuant to Govt. Code section 20516 will be reduced to nine percent (9%), for a total contribution of eighteen percent (18%).
• Effective January 3, 2027, or as soon as administratively possible thereafter, the amount employees contribute
pursuant to Govt. Code section 20516 will be reduced to seven percent (7%), for a total contribution of sixteen percent (16%). • Effective January 2, 2028, or as soon as administratively possible thereafter, the amount employees contribute
pursuant to Govt. Code section 20516 will be reduced to five percent (5%), for a total contribution of fourteen percent (14%).
• CalPERS will use the highest average annual compensation earned during any 36-month consecutive period of
employment for final compensation.
3. Tier 3 - Employees hired on or after January 1, 2013, who meet the definition of new member pursuant to PEPRA
• Employees shall pay fifty percent (50%) of the expected normal cost rate (which is currently 13.75%) pursuant to PEPRA.
• Employees shall contribute an additional six percent (6%) toward retirement costs pursuant to Govt. Code Section
20516, for a total current contribution of 19.75%. The
increased contributions are credited to each member account as normal contributions.
• Effective January 18, 2026, or as soon as administratively possible thereafter, the amount employees contribute
pursuant to Govt. Code section 20516 will be reduced to five percent (5%), for a total contribution of eighteen-point seven five percent (18.75%).
• Effective January 3, 2027, or as soon as administratively possible thereafter, the amount employees contribute
Exhibit A
13 pursuant to Govt. Code section 20516 will be reduced to three percent (3%), for a total contribution of sixteen-point seven five percent (16.75%).
• Effective January 2, 2028, or as soon as administratively possible thereafter, the amount employees contribute
pursuant to Govt. Code section 20516 will be reduced to one percent (1%), for a total contribution of fourteen-point seven five percent (14.75%).
• CalPERS will use the highest average annual compensation earned during any 36-month consecutive period of
employment for final compensation.
Pursuant to IRS Code Section 414(h)(2) employee paid retirement contributions shall be made on a pre-tax basis.
B. Deferred Compensation
All employees shall be eligible to participate in the deferred compensation program.
C. Social Security
Both the City and the employee pay into Social Security.
17. INSURANCE
The City shall reimburse the cost of existing levels of insurance benefits for twelve (12) months for the surviving family of an employee who dies in the line of duty.
A. Health Insurance
Employees may enroll in any medical plan offered through CalPERS.
Effective January 1, 2026, the City shall contribute up to the following maximum monthly amounts:
Coverage Level Maximum City Contribution
Employee Only $956.28
Employee + 1 Dependent $1,721.30
Employee + 2 or More Dependents $2,113.38
For plan years 2027, 2028, and 2029, the City shall increase its monthly healthcare contribution by the same percentage as the premium increase for the lowest-cost
Exhibit A
14 PPO medical plan provided by CalPERS in zip code 93446 that is available to all members, not to exceed 5% annually. (E.g., if the premiums for the lowest cost PPO medical plan increases by 4%, then the City’s contribution will increase by 4%).
These amounts include the CalPERS statutory minimum medical employer contribution. The balance is designated as a cafeteria plan contribution.
Conditional Opt Out: Employees who elect to waive CalPERS medical coverage and provide evidence of other group medical insurance that provides minimum essential coverage for themselves and all family members (for whom they reasonably expect to claim a personal exemption deduction for the taxable year) will qualify to receive a cash payment of $300 per month. Coverage in the individual market, whether or not from the insurance marketplace (such as Covered California), will not qualify for the opt out payment. Employees must submit proof of qualifying coverage and the opt-out attestation prior to the beginning of each calendar year. Failure to provide updated documentation and an attestation shall result in termination of the opt-out payment.
B. Dental Insurance
The City shall provide a dental insurance plan for employees. Effective January 1, 2026, monthly contributions will be as follows:
Coverage Level City Contribution Employee Contribution
Employee Only 100% $0.00
EE + 1 or More Dependents $86.70 $4.60
For the term of this agreement, the City will modify its maximum contribution by an amount equal to 100% of the employee only premium, and 75% of premium changes for dependent coverage.
C. Vision Insurance
The City shall provide a vision insurance plan for employees. Effective January 1, 2026, monthly contributions will be as follows:
Coverage Level City Contribution Employee Contribution
Employee Only 100% $0.00
EE + 1 or More Dependents $25.40 $0.00
Exhibit A
15 For the term of this agreement, the City will modify its maximum contribution by an amount equal to 100% of the employee only premium, and 75% of premium changes for dependent coverage.
D. Life Insurance
The City shall provide and pay the full cost of a $40,000 group term life and accidental death and dismemberment insurance policy for each employee.
E. Employee Assistance Program
The City shall provide and pay the full cost of an employee assistance program for each employee and their eligible dependents.
F. Retiree Insurance Benefits
The City agrees to provide the following benefit to regular full-time employees provided they retire with CalPERS within 120 days of their separation date with the City of Paso Robles.
1. Retiree Insurance Reimbursement
The City shall reimburse eligible retirees up to five hundred ($500) dollars per month for the cost of health (medical, dental, or vision) insurance premiums, disability insurance, long-term care, and/or life insurance premiums. Eligibility and duration of benefits shall be as follows:
• Employees with a current hire date prior to January 1, 2012:
o Must have a minimum of ten (10) years of City service o Eligible for this benefit for life
• Employees with a current hire date on or after January 1, 2012:
o Must have a minimum of twenty (20) years of City service o Eligible for this benefit through the end of the month they turn age 65
This benefit is effective the first month following termination of the City’s active employee health contribution. Retroactive reimbursement requests are limited to no more than the prior twelve (12) months prior to the date of receipt by Human Resources.
2. Dental Coverage
Exhibit A
16 Employees with a minimum of ten (10) years of current active service with the City are eligible to continue dental insurance coverage through the end of the month in which they turn age 65. Premiums will be deducted from their retiree insurance reimbursement benefit or billed directly if the retiree is not eligible for reimbursement. Retirees who cancel coverage at any time will not be eligible to re-enroll.
18. LEAVES
A. Vacation Leave
Vacation leave shall accrue in accordance with the following schedule:
Shift Personnel Administrative Captains
Years of
Service
Hours per
Completed
Pay Period
Hours per
Year
Hours per
Completed
Pay Period
Hours per
Year
0 - 1.9 3.6923 96.00 2.6374 68.57
2 - 3.9 4.6153 120.00 3.2967 85.71
4 - 5.9 5.5384 144.00 3.9562 102.86
6 - 7.9 6.4615 168.00 4.6154 120.00
8 - 9.9 7.3846 192.00 5.2746 137.14
10 - 11.9 8.3076 216.00 5.9342 154.29
12+ 9.2307 240.00 6.5935 171.43
Employees who are hired or separate from the City mid-pay period shall receive prorated leave accruals based on the number of hours worked during that pay period.
Effective July 1, 2018, two vacation banks were established as follows:
1. Historical Bank: Includes all hours accrued as of January 1, 2018, which remain available until used or paid out.
2. New Bank: Includes hours accrued on or after January 1, 2018. Accruals shall cease when the total balance reaches two times the employee's annual accrual maximum.
B. Vacation/Compensatory Time Off Cash Out
Twice per year, employees will have the option to declare their intent to cash out accrued vacation and/or compensatory time off under the following conditions:
• Hours cashed out shall be paid at the employee’s regular base rate of pay
Exhibit A
17 • Once an election is made it cannot be rescinded or modified Employees are required to complete the City’s standardized election form, which provides additional policy details. Weeks shall be interpreted based on the workweek for the affected employee, i.e., 40 or 56 depending upon the assignment.
C. Sick Leave
All eligible employees shall accrue the following number of hours of sick leave per completed pay period:
• Shift personnel: 5.1554
• Administrative Captains: 3.6923
Employees who are hired or separate from the City mid-pay period shall receive prorated leave accruals based on the number of hours worked during that pay period. There is no cap on the number of sick hours that can be accrued.
Unused sick leave is not cashed out upon termination, resignation, retirement, or other separation from employment. Pursuant to CalPERS regulations, employees who retire within 120 days of their separation date from the City shall have their unused sick leave converted to service credit.
Sick leave may be used for the following purposes:
1. The diagnosis, care, or treatment of an existing health condition of, or preventative care (e.g., medical, dental, and vision appointments) for the employee themselves or any of the following family members of the employee: a child of any age or dependency status; a parent; a parent-inlaw; a spouse; a registered domestic partner; a grandparent; a grandchild; a sibling; or a designated person.
2. For an employee who is a victim of domestic violence, sexual assault, stalking, or other crime in order for the employee to engage in any of the following activities: (1) obtain or attempt to obtain a temporary restraining order or other court assistance to help ensure the health safety or welfare of the employee or their child; or (2) obtain medical attention or psychological counseling, services from a shelter, program or crisis center, or (3) participate in safety planning or other actions to increase safety.
To request to use sick leave, if the need for leave is foreseeable, an employee must give the immediate supervisor reasonable advance written or verbal notice. If the
Exhibit A
18 need for sick leave is not foreseeable, the employee shall provide written or verbal notice of the need for the leave as soon as practicable. If the employee is required to be absent on sick leave for more than one day, the employee must keep the immediate supervisor informed each day as to the date the employee expects to return to work and the purpose of the leave. Failure to request sick leave as required by this policy without good reason, may result in the employee being treated as absent without leave.
Evidence may be required by the department head or Human Resources in the form of a physician's certificate to support any absence that involves the illness of the employee or family member. Employees who use paid leave to address issues related to domestic violence, sexual assault, stalking, or other crimes and who cannot provide advance notice of their need for leave must provide certification of the need for leave within a reasonable time thereafter.
The City may conduct any necessary investigation, including requiring doctors' certificates, at any time, in cases where evidence of possible sick leave abuse develops.
Any unauthorized absence may be grounds for disciplinary action by the department head. Any employee who is absent for three (3) or more days without authorization shall be deemed to have resigned unless the City determines extenuating circumstances justify granting additional leave with or without pay.
D. Unanticipated Emergency Leave
Subject to supervisor approval and operational necessity, employees may use up to the following number of hours of sick leave per calendar year to be designated as “Unanticipated Emergency Leave” (UEL):
• Shift personnel: 48
• Administrative Captains: 24
UEL is intended to provide limited schedule flexibility by allowing paid time off to address unexpected, urgent, and unavoidable personal matters requiring the employee’s immediate attention (e.g., a vehicle breakdown en route to work, a burst water pipe at home). UEL shall not be used as additional vacation time, to extend weekends or holidays, or for foreseeable events that could be reasonably scheduled in advance.
Employees must provide a brief explanation of the specific circumstances necessitating UEL on their timecard. Stating “personal day” or similar general terms does not meet the justification requirement for UEL use.
Exhibit A
19 E. Holidays
The designated holidays for IAFF employees are as follows:
1. New Year’s Day: January 1st
2. Martin Luther King, Jr. Day: third Monday of January
3. President’s Day: third Monday of February
4. Cesar Chavez Day: March 31st
5. Memorial Day: last Monday in May
6. Juneteenth: June 19th
7. Independence Day: July 4th
8. Labor Day: first Monday in September
9. Indigenous Peoples’ Day (also observed as Columbus Day): second Monday in October
10. Veteran’s Day: November 11th
11. Thanksgiving: fourth Thursday in November
12. Day after Thanksgiving: Friday after Thanksgiving
13. Christmas Eve: December 24th
14. Christmas Day: December 25th
Employees shall be paid the following number of straight-time hours per completed 14-day pay period in lieu of fixed holidays, calculated using the employee’s base wage during that pay period:
• Shift personnel: 6.03 hours
• Administrative captain: 4.31 hours
Employees who are hired or separate from the City mid-pay period shall receive prorated holiday hours based on the number of hours worked during that pay period. Shift personnel recognized in this memorandum of understanding are scheduled to work without regard to holidays. This fixed staffing requirement results in employees being regularly scheduled on holidays as a part of their normal full-time duties.
Should a holiday occur on the regular workday of an Administrative Captain or any other non-shift personnel, they may work that shift as normal, use their vacation and/or comp bank to observe the holiday, or flex their work schedule in that work week accordingly.
F. Coordination of Leave Accruals
Exhibit A
20 Employees receiving partial wage replacement (e.g., workers’ compensation temporary disability payments, State Disability Insurance, or Paid Family Leave) may use sick leave, vacation leave, and/or compensatory time off in order to maintain, but not exceed, their regular base pay.
G. Bereavement Leave
Employees may utilize paid bereavement leave for the following purposes:
1. Funeral- or Service-Related Needs: Attending or arranging a funeral or memorial service, or to take care of family matters, that are related to the death of an immediate family member (defined as spouse, domestic partner, parent, child, sibling, grandparent, or grandchild, and the corresponding family member by marriage).
2. Reproductive Loss Events: Any qualifying reproductive loss event as defined in Government Code § 12945.6.
Employees are eligible for up to the following number of hours of paid leave:
Outside of State Within the State
Shift Personnel 48 48
Administrative Captains 40 24*
*Bereavement leave for Administrative Captains where the death or service are within the state will be extended up to 40 hours with the employee utilizing vacation, sick, or comp leave accruals for the additional 16 hours. The employee may elect to recognize those days as unpaid. Bereavement leave shall not be authorized more than two (2) times within a calendar year for Administrative Captains.
Bereavement leave shall not be authorized more than two (2) times within a calendar year for Administrative Captains. Bereavement leave must be concluded within one (1) year of the death of the family member.
H. Jury Duty
Employees shall be paid for actual work hours missed because of time spent in jury service or court. The employee shall be responsible for notifying their supervisor as soon as possible upon receiving notice to appear for jury duty, make every reasonable effort to keep their supervisor advised as to the anticipated length of service, and return to work the day of or on the first day following the end of jury duty service depending on the time released.
Exhibit A
21 I. Time off to Vote
If any employee does not have sufficient time outside of working hours to vote, they may request up to two (2) hours of vacation or comp time, either at the beginning or end of scheduled working hours, to enable them to vote. Employees must request time off to vote from their supervisor at least two (2) days prior to the election.
J. Family and Medical Care Leave
The City provides family and medical care leave for eligible employees in accordance with applicable federal and state laws. Employees must provide appropriate medical certification or documentation supporting the need for the leave.
K. Military Leave
Military leave will be granted in accordance with federal and state law as well as rule 16.07 of the City’s Personnel Rules and Regulations. An employee requesting leave for this purpose shall promptly provide the supervisor and Human Resources with a copy of the military orders specifying the dates, site, and purpose of the activity or mission. Within the limits of such orders, the supervisor may determine when the leave is to be taken and may modify the employee’s work schedule to accommodate the request for leave.
19. UNIFORMS
A. Employees shall wear approved uniforms. A uniform allowance shall be paid at the annual rate of one thousand two hundred ($1,200.00) dollars which is for the complete maintenance and replacement of pants, shirts, jackets, belts, and accessories. Uniform allowance is not reportable as pensionable compensation for PEPRA employees pursuant to Title 2 California Code of Regulations §§ 571.1.
B. Newly hired employees shall be advanced one year’s uniform allowance on their first paycheck following their hire date. Annual payments shall commence with the second year of employment and be issued on the first paycheck in January of each calendar year. This payment is in recognition of expenses for the upcoming calendar year, not the previous year. Employees who separate from City service prior to the completion of their first year shall return all uniform items purchased with the uniform allowance.
C. Class A uniforms shall be obtained and maintained by employees after successful completion of probation.
Exhibit A
22 D. The City will separately purchase and provide wildland equipment. Wildland equipment consists of a helmet, shroud, goggles, one Nomex shirt, one BDU Nomex pant, and one pair wildland boots, or equivalent, as determined by the department, or provide $470 towards the cost of more expensive models that comply with all federal, state, and department safety standards. This equipment will be replaced or repaired on an as needed basis as determined by the Fire Chief.
The department shall periodically survey boot costs and make adjustments to the allowance.
E. The department shall issue additional structural fire response equipment at the time of hire and will repair or replace as needed. This includes: one helmet, shroud, goggles, hood, structural jacket, structural pants, gloves, flashlight, and one pair of boots.
20. EDUCATION REIMBURSEMENT POLICY
The maximum reimbursement per fiscal year shall be $3,000.00. All other provisions of the Education Reimbursement Policy shall remain unchanged for the term of the agreement.
21. DUES DEDUCTIONS
The City and union agree that requests for, changes in, and cancellations of union dues and other deductions shall be promptly processed through the union and put into effect at the employee's, or in the case of authorized changes pursuant to the union's bylaws, at the Union's request. Deductions may vary by employee and shall be processed as soon as practical. Deductions shall be made from each paycheck and remitted to the Union on a biweekly basis.
The City agrees to promptly provide to the union a list of employees hired or transferred into the unit including, at a minimum, their name, and class title.
The union agrees to indemnify and hold the City harmless from any liabilities which may arise as a result of the application of this article. Requests for deductions shall be made on union authorized cards in accordance with applicable state law. Changes to the union authorized card shall require approval by the City in advance.
22. UNION BUSINESS
The City shall allow employees who are members of the executive board of the Paso Robles Professional Firefighters IAFF, Local 4148, or their designated representatives, to conduct official union business on paid City time. Such business includes negotiations,
Exhibit A
23 grievance meetings, and meetings with City administration or department management on matters within the scope of representation. All other union business should be scheduled outside of normal work hours (i.e., 0800 to 1700 hours), except during an employee’s meal periods and rest breaks.
The City will allow paid time off of up to forty-eight (48) hours per quarter for officers of Local 4148. This time will be used for official union business representing Local 4148.
Upon completion of such union business, employees shall return to and complete the remainder of their regularly scheduled shift, unless otherwise authorized by the Fire Chief or their designee.
A. Interoffice Mail, E-Mail, Bulletin Boards, and Computers:
The union shall have access to interoffice mail, existing bulletin boards, e-mail, and computers in the department employee work areas, for the purpose of posting, transmitting, or distributing notices or announcements that pertain to Local 4148 official business. Such permission is given with the understanding that no political inflammatory, or derogative information will be distributed.
B. Use of Meeting Places:
The union shall have the right to reserve City conference rooms. Such meeting places will be made available in conformity with the City regulations and subject to the limitations of prior commitment. The Union shall have the right to use fire stations for Union meetings with notification made to the Fire Chief or their designee at least three (3) days in advance of any regular or special meeting, and at least one (1) day in advance of any emergency meeting conducted within the City facility. There shall be no more than one (1) regular meeting per month. All meetings shall be conducted outside of the normal “workday”. The City will allow out-of-district meetings, while remaining in service within the City of Paso Robles, for on-duty personnel for up to three (3) hours, unless otherwise approved by a Chief Officer.
23. RECLASSIFICATIONS
Reclassification requests will be handled in accordance with existing City policy.
Employees will be notified of the results of reclassification studies.
In the event CalPERS determines that the paramedic incentive is not reportable as pensionable compensation, the City shall, consistent with applicable CalPERS laws and regulations, review its compensation and classification structure and initiate the creation of separate classifications distinguishing emergency medical technicians and paramedics.
Exhibit A
24 24. COMPARISON AGENCIES
The following agencies will be utilized for compensation comparisons:
1. City of Atascadero
2. City of Hollister
3. City of Lompoc
4. City of Monterey
5. City of Morro Bay
6. City of Napa
7. City of Petaluma
8. City of Pismo Beach
9. City of San Luis Obispo
10. City of Santa Barbara
11. City of Santa Maria
12. City of Ventura
13. San Luis Obispo County
25. PROBATIONARY PERIOD
The probationary period shall be twelve (12) months for newly hired employees, and six (6) months for promotions. The duration of an employee’s probationary period may be extended pursuant to the City’s Personnel Rules and Regulations.
26. ADVANCEMENT IN WAGES
The wage range as set forth for each classification is divided into five (5) steps, which shall be interpreted and applied as follows:
A. The first step is the minimum rate and normally shall be the hiring rate unless qualified otherwise.
B. The second step is granted to employees who are eligible for this adjustment after completion of six (6) full calendar months of satisfactory service in a classification, only if granted by the executive manager or their designee.
C. The third, fourth and fifth steps shall be granted to an employee who has proven they are fully qualified and rated satisfactory or above in a given classification for one full additional year from the granting of previous step increases, only if granted by the executive manager or their designee.
An employee must always continue to maintain an acceptable level of performance and shall be evaluated annually. If the written evaluation does not support a continued
Exhibit A
25 acceptable effort, an individual may be reduced by the executive manager with the approval of the City Manager or their designee.
27. PERFORMANCE RATING SYSTEM AND DENIAL OF STEP INCREASE PERFORMANCE RATING SYSTEM:
A uniform system of appraisal shall apply to all performance evaluation reports. The system utilized shall ensure that each employee is evaluated only upon factors which bear directly upon job performance. These factors may include, but need not be limited to:
quantity and quality of work; initiative and judgment demonstrated; conduct; and attendance. In addition to ratings based upon individual factors such as those named above, a final rating shall be made on each evaluation report which shall represent an aggregate overall rating of the employee's performance during the rating period.
All evaluation reports must be completed by the employee's immediate supervisor, reviewed by the next higher level manager and approved by the executive manager or as otherwise determined by the department head. Following review and approval of the report, a copy shall be made available to the employee and discussed with them by the immediate supervisor and such other manager whose participation would be appropriate and beneficial to the discussion. Upon review with the employee, the final report shall be submitted to Human Resources, with the original to be retained in the employee's personnel file. Employees who disagree with the evaluation have the right to submit a reasonable amount of relevant rebuttal material to be filed with the evaluation.
The primary purpose of the evaluation report is to provide both the employee and department management with a current assessment of the individual's development.
These performance ratings shall also be utilized for:
A. Determining the fitness for appointment to regular status.
B. Determining advancement to higher steps in the wage range.
C. As a guide in awarding promotions.
D. As a record in matters involving disciplinary action.
E. As the determining factor in effecting layoffs where seniority is equal among two or more employees.
F. Determining eligibility for reinstatement.
Exhibit A
26 DENIAL OF STEP INCREASE:
If a written evaluation does not support a continued acceptable effort, an individual may be denied a step increase by the executive manager or their designee. At that time, a performance improvement plan shall be developed to bring the employee's performance to acceptable levels.
An employee whose step increase has been denied because of substandard performance shall be reevaluated quarterly until an acceptable level of performance is achieved or the employee is otherwise disciplined or terminated pursuant to the personnel rules. If the employee's performance reaches an acceptable level, their step increase shall then be granted.
28. PERSONNEL FILES
Employees may initiate an appeal to the Fire Chief to remove any notice of deficiency or letter of reprimand not involving serious disciplinary matters (i.e., suspensions, demotions, and dismissal) from their personnel files two years from the date that the notice of deficiency was placed in the file. If there were no similar occurrences of the deficiency within the two-year period, the Fire Chief may authorize removal of the negative material.
29. DEPARTMENT POLICIES AND PROCEDURES
A. New or revised policies, procedures, and guidelines shall continue to be prepared at the chief’s direction.
B. Each new or revised policy, procedure, or guideline written shall be provided to the Union at least 15 days prior to its scheduled implementation.
C. If a new or revised policy, procedure, or guideline materially impacts any matter within the scope of representation, the parties agree to promptly meet and confer upon the request of the Union.
D. Notice of the Union’s desire to meet and confer shall be made within the 15-day period.
E. During the meet and confer process, the parties will attempt to reach a mutually acceptable resolution of any disputed item.
F. Failure to reach an agreement on any matter within scope shall result in the matter being referred to the City’s impasse procedure.
Exhibit A
27 30. MANAGEMENT RIGHTS
In order to ensure that the City shall continue to carry out its public health and safety functions, programs, and responsibilities to the public imposed by law, and to maintain efficient service for the residents of El Paso de Robles, the City continues to reserve and retain solely and exclusively all management rights, regardless of the frequency of use, including those rights set forth in the City’s Personnel Rules and Regulations, ordinances, and including, but not limited to, the following rights:
A. To manage all City department and determine policies and procedures and the right to manage the affairs of those departments.
B. To determine the existence or non-existence of facts which are the basis of the management decision in compliance with state law.
C. To determine the necessity, organization, implementation, and termination of any service or activity conducted by the City or other government jurisdictions, and to expand or diminish municipal services as needed.
D. To direct, supervise, recruit, select, hire, evaluate, promote, transfer, discipline, discharge, terminate, demote, reduce, suspend, reprimand, withhold salary increases and benefits for disciplinary reasons, or otherwise discipline employees in accordance with City rules, regulations, and ordinances.
E. To determine the nature, manner, means, extent, type, times, quantity, technology, standard, and level of municipal services to be provided to the public.
F. To require performance of other health and safety services not specifically stated herein in the event of emergency or disaster, as deemed necessary by the City.
G. To lay-off employees of the City because of lack of work or funds or under conditions where continued work would be inefficient, non-productive, or not cost effective, as determined by the City.
H. To determine and/or change the City facilities, methods, technology, equipment, operations to be performed, organizational structure, and allocate and assign work by which the City operations and services are to be conducted.
I. To determine the method of financing.
J. To plan, determine, and manage the City’s budget which includes, but is not limited to, changes in the number of relocations, and types of operations,
Exhibit A
28 processes, and materials to be used in carrying out all City functions and the right to contract or subcontract any work or operations of the municipal services.
K. To determine the size and composition of the City’s work force, assign work to employees of the City in accordance with requirements determined by the City, and to establish and require compliance to work hours and changes to work hours, work schedules, including call back, standby, and overtime, and other work assignments, except as otherwise limited by this agreement, or subsequent agreements.
L. To establish and modify goals and objectives related to productivity and performance programs and standards, including but not limited to, quality and quantity, and require compliance therewith.
M. To determine qualifications, skills, abilities, knowledge, selection procedures and standards, job classification, job specifications and to reallocate and reclassify employees in accordance with City rules and regulations.
N. To determine the issues of public policy and overall goals and objectives of the City and to take necessary action to achieve the goals and objectives of the City.
O. To hire, transfer intra or inter department/division, promote, reduce in pay grade, demote, reallocate, terminate, and take other personnel action for nondisciplinary reasons in accordance with department and/or City rules, regulations, and ordinances.
P. To determine policies, procedures, and standard for recruiting, selecting, training, and promoting employees.
Q. To establish, implement, and/or modify rules and regulations, policies, and procedures related to productivity, performance, efficiency, personal appearance standards, code of ethics, and standards of conduct, safety, health, and order, and to require compliance therewith.
R. To maintain orderly and efficient City facilities and operation.
S. To restrict the activity of an employee organization on City facilities and operations.
T. To take any and all necessary steps and actions to carry out the service requirements and mission of the City in emergencies or any other time deemed necessary by the City not specified above.
Exhibit A
29 Should the City’s exercise of its rights under this section substantively impact matters within the scope of representation, it will give notice to Local 4148, and upon request, meet and confer on the impact of its discussion(s).
31. GRIEVANCE PROCEDURE
PURPOSE:
A. This grievance procedure shall be the exclusive process to resolve grievances as the term is defined herein below.
B. The purpose of this procedure is:
1. To resolve grievances informally at the lowest possible level.
2. To provide an orderly procedure for reviewing and resolving grievances promptly.
DEFINITIONS:
A. "Grievance" means a complaint by an employee or group of employees concerning the interpretation or application of the provisions of this MOU, rules or regulations, resolutions, or ordinances governing personnel practices or terms and conditions of employment which have not been resolved satisfactorily in an informal manner between the employee and their immediate supervisor.
B. As used in this procedure the term "immediate supervisor" means the individual so designated by City management who assigns, reviews, and directs the work of an employee.
TIME LIMITS:
Each party involved in a grievance shall act quickly so that the grievance may be resolved promptly. Every effort should be made to complete action with the time limits contained in the grievance procedure, but with the written consent of all parties the time limitations for any step may be extended.
STEP 1:
The grievance shall initially be personally discussed between the employee and their immediate supervisor. Within seven (7) days, the immediate supervisor shall give his decision or response.
Exhibit A
30 STEP 2:
A. If the grievance is not informally resolved to the satisfaction of the grievant in step 1, a formal grievance may be initiated. A formal grievance must be initiated no later than:
1. Thirty (30) days after the event of circumstances occasioning the grievance; or
2. Within seven (7) calendar days of the step 1 decision rendered in the informal grievance procedure, whichever is later.
B. However, if the step 1 informal grievance procedure is not initiated within the period specified in subsection 1 above, the period in which to bring the grievance shall not be extended by subsection 2.
C. A step 2 grievance shall be initiated in writing on a form prescribed by the City and shall be filed with the persons designated by the City management as the first level of appeal. The employee may be represented by a representative of their choice.
D. The grievant shall cite the specific provision(s) of the then currently effective Memorandum of Understanding, ordinance, resolution, or written rule claimed to have been violated, set forth the facts that purportedly constitute such violation, and the specific remedy sought.
E. Within seven (7) days after the initiation of the step 2 grievance, the first level of appeal shall investigate the grievance, and give his decision in writing to the grievant.
STEP 3:
A. If the grievant is not satisfied with the decision rendered pursuant to step 2, they may appeal the decision within seven (7) days to the City Manager or their designated representative. The employee may be represented by a representative of their choice.
B. The City Manager or their designated representative shall respond in writing within fourteen (14) days to the grievant. If the City Manager or their designated representative determines it is desirable, they shall hold conference(s) or otherwise investigate the matter.
Exhibit A
31 STEP 4:
A. If the grievant is not satisfied with the decision rendered pursuant to step 3, they may appeal the decision within fourteen (14) days to the City Council. The employee may be represented by a representative of their choice.
B. The determination of the City Council shall be the final and binding step of the grievance procedure.
32. ALTERNATIVE DISPUTE RESOLUTION PROCESS
As an alternative to step 4 of the grievance procedure and disciplinary appeals to the City Council, including termination appeals, employees may elect the following dispute resolution procedure. This procedure shall involve use on an outside hearing officer who shall have final and binding authority to settle the dispute as set forth below.
A. Upon election of the hearing officer option, the City and the employee (or the employee’s representative) shall attempt to mutually agree on an impartial hearing officer. Should the parties fail to reach agreement on selection of a hearing officer within fifteen (15) days, they shall jointly request a list of five qualified hearing officers from the California State Mediation and Conciliation Service. If the mutual selection cannot be made from the list received within five (5) days, the parties shall select the hearing officer by alternatively striking names until only one name remains; that person shall serve as the hearing officer. The party which strikes the first name from the list of hearing officers shall be determined by a toss of a coin.
B. In cases where the employee elects the hearing officer option; the City shall bear the cost of the hearing officer. Each side shall bear its own cost of representation, including preparation and post hearing briefs, if any.
C. Decisions made by hearing officers on matters properly before them shall be final and binding on the parties to the extent permitted by law. No hearing officer shall hear, decide, or make recommendations on any dispute unless the dispute involves matters within the definition of grievances set forth in the Memorandum of Understanding or discipline as defined by the City's personnel rules.
D. Advisory decisions of the hearing officer involving appeals of termination actions may be reheard by the City Council within 60 days of the decision if the Council finds by simple majority vote, that the hearing officer exceeded their authority or, the decision does not properly interpret the MOU or the submissions of the parties.
Exhibit A
32 E. No hearing officer shall have the power to amend or modify this Memorandum of Understanding or a law, ordinance, resolution, regulation, or rule which is in the authority of the City Council or other legislative body or to establish any new terms and conditions of employment. Any order of a hearing officer not involving an appeal from discipline requiring a City expenditure of more than $15,000 shall require the approval of the City Council and shall have no force and effect until and unless such Council approval is given. If the City Council does not approve an award pursuant to this section, it shall rehear the matter and issue its own decision on the merits.
City of El Paso de Robles Paso Robles Professional Firefighters IAFF, Local 4148
Chris Huot, City Manager Stan Atchison
Roger Colombo
Anthony Gutierrez
Hayden Mislavsky
Exhibit A
33 33. APPENDIX A – WAGE TABLES
EFFECTIVE JANUARY 4, 2026
Grade Classification 1 2 3 4 5
I80 Firefighter - 56 hour Hourly 28.22 29.98 31.82 33.78 35.86 Bi-Weekly* 3,160.64 3,357.76 3,563.84 3,783.36 4,016.32 Annually* 82,176.64 87,301.76 92,659.84 98,367.36 104,424.32 I81 Firefighter - 40 hour Hourly 39.51 41.97 44.55 47.29 50.20 Bi-Weekly 3,160.80 3,357.60 3,564.00 3,783.20 4,016.00
Annually 82,180.80 87,297.60 92,664.00 98,363.20 104,416.00 I85 Fire Engineer - 56 hour Hourly 32.61 34.64 36.77 39.03 41.43 Bi-Weekly* 3,652.32 3,879.68 4,118.24 4,371.36 4,640.16 Annually* 94,960.32 100,871.68 107,074.24 113,655.36 120,644.16 I86 Fire Engineer - 40 hour Hourly 45.65 48.50 51.48 54.64 58.00 Bi-Weekly 3,652.00 3,880.00 4,118.40 4,371.20 4,640.00
Annually 94,952.00 100,880.00 107,078.40 113,651.20 120,640.00 I90 Captain - 56 hour Hourly 39.52 41.95 44.54 47.30 50.20 Bi-Weekly* 4,426.24 4,698.40 4,988.48 5,297.60 5,622.40 Annually* 115,082.24 122,158.40 129,700.48 137,737.60 146,182.40 I91 Captain - 40 hour Hourly 55.33 58.73 62.36 66.22 70.28 Bi-Weekly 4,426.40 4,698.40 4,988.80 5,297.60 5,622.40
Annually 115,086.40 122,158.40 129,708.80 137,737.60 146,182.40 I95 Administrative Fire Captain Hourly 59.76 63.43 67.35 71.52 75.90 Bi-Weekly 4,780.80 5,074.40 5,388.00 5,721.60 6,072.00
Annually 124,300.80 131,934.40 140,088.00 148,761.60 157,872.00
Exhibit B
1 MEMORANDUM OF UNDERSTANDING BETWEEN
THE CITY OF EL PASO DE ROBLES AND
THE SERVICE EMPLOYEES INTERNATIONAL UNION, LOCAL 620
January 1, 2026 – December 31, 2028
Exhibit B
1 TABLE OF CONTENTS
1. TERM OF MEMORANDUM OF UNDERSTANDING .......................................................... 3
2. WAGES......................................................................................................................... 3
3. LONGEVITY PAY ........................................................................................................... 3
4. BILINGUAL PAY ............................................................................................................ 4
5. TEMPORARY ASSIGNMENT PAY.................................................................................... 4
6. LICENSE AND CERTIFICATION PAY................................................................................. 5
7. PAYCHECKS .................................................................................................................. 6
8. HOURS OF WORK ......................................................................................................... 6
9. MEAL & REST PERIODS ................................................................................................. 7
10. OVERTIME.................................................................................................................... 8
11. STANDBY PAY .............................................................................................................. 9
12. CALLBACK .................................................................................................................... 9
13. RETIREMENT BENEFITS............................................................................................... 10
14. INSURANCE................................................................................................................ 12
15. LEAVES....................................................................................................................... 14
16. UNIFORMS................................................................................................................. 20
17. SAFETY SHOES/PRESCRIPTION GLASSES REIMBURSEMENT ......................................... 22
18. TOOL ALLOWANCE ..................................................................................................... 23
19. EDUCATION REIMBURSEMENT POLICY ....................................................................... 23
20. POLICE OFFICER RECRUIT ACADEMY HOUSING REIMBURSEMENT ............................... 23
21. DUES DEDUCTION ...................................................................................................... 23
22. UNION SECURITY........................................................................................................ 24
23. UNION STEWARDS ..................................................................................................... 24
24. UNION ACCESS TO WORK LOCATIONS ........................................................................ 25
25. PROBATIONARY PERIOD............................................................................................. 25
26. ADVANCEMENT IN WAGES......................................................................................... 26
27. PERFORMANCE RATING SYSTEM AND DENIAL OF STEP INCREASE ............................... 26
28. GRIEVANCE PROCEDURE ............................................................................................ 28
29. ALTERNATIVE DISPUTE RESOLUTION PROCESS............................................................ 30
Exhibit B
2 30. CONTRACTING OUT.................................................................................................... 31
31. MANAGEMENT RIGHTS .............................................................................................. 31
32. NO STRIKE.................................................................................................................. 32
33. MILEAGE .................................................................................................................... 32
34. STOLEN PROPERTY ..................................................................................................... 32
35. PERSONNEL RULES ..................................................................................................... 32
36. GRADUATED PERSONNEL COST REDUCTION PLAN...................................................... 32
37. SAFETY....................................................................................................................... 33
38. PERSONNEL FILES ....................................................................................................... 33
39. FULL UNDERSTANDING .............................................................................................. 33
40. APPENDIX A – WAGE TABLES...................................................................................... 35
Exhibit B
3 MEMORANDUM OF UNDERSTANDING BETWEEN
THE CITY OF EL PASO DE ROBLES AND
THE SERVICE EMPLOYEES INTERNATIONAL UNION, LOCAL 620
1. TERM OF MEMORANDUM OF UNDERSTANDING
The term of the Memorandum of Understanding (MOU) shall be for three years commencing January 1, 2026, and expiring on December 31, 2028. Meet and confer shall commence no later than June 1, 2028, in order for the parties to attempt to reach a timely and multiyear agreement.
During the course of this agreement, if the City’s non-discretionary expenses significantly surpass projections, the City shall have the right to reopen this agreement in order to avoid potential layoffs or reductions in services.
2. WAGES
Appendix A establishes the wage ranges for all SEIU-represented classifications. The City shall implement the following wage adjustments during the term of this agreement:
• Effective the first full pay period in January 2026, wage ranges shall be adjusted pursuant to negotiations as identified in Appendix A.
• Effective the first full pay period in January 2027, employees will receive a two percent (2%) wage increase.
• Effective the first full pay period in January 2028, employees will receive a two percent (2%) wage increase.
Upon implementation of the adjustments in January 2026, employees will be placed within the new wage range for their respective positions. Existing employees whose current wage exceedsthe step they are placed at in the new range shall receive additional compensation equal to the percentage difference between the top step of the new wage range and the top step of the prior wage range. This additional compensation shall not be reported to CalPERS as compensation. The additional compensation will discontinue once the top step of the new wage range exceeds the top step of the prior wage range.
3. LONGEVITY PAY
CalPERS tier I employees with a current hire date prior to January 1, 2020, and a minimum of six (6) years of service, shall be eligible for a longevity pay of one- and one-half percent (1.5%) of base wages.
Longevity pay is in recognition of the additional 2% in retirement contributions tier I employees began cost sharing effective June 28, 2020.
Exhibit B
4 4. BILINGUAL PAY
The City agrees to pay qualified employees additional compensation to provide bilingual services as follows:
• Verbal bilingual services: $46.15 per pay period
• Written bilingual services: $11.54 per pay period
• Verbal and written bilingual services: $57.69 per pay period This incentive will be prorated if the employee separates mid-pay period based on the number of hours worked in the pay period. Employees shall be required to pass qualifying examinations administered by the City to determine the proficiency for bilingual assignments and retest for proficiency every five (5) yearsto maintain eligibility. Upon the request of an employee, the City will schedule the test on an annual basis.
5. TEMPORARY ASSIGNMENT PAY
A. Temporary Interim Assignments Within the Employee Group When an employee is temporarily appointed in writing by the City Manager to perform all duties of a position in a higher classification within SEIU for a period of at least 15 consecutive working days, that employee’s base wage shall be set at the lowest step in the higher classification that provides an increase to the assigned employee’s base wage of at least five percent (5%). An assigned employee’s base wage shall not be lower than the minimum or exceed the maximum defined wage range of the higher classification. The appointment will be documented through an offer letter that is placed in the employee’s personnel file. Upon reaching the eligibility for advancement pursuant to Article 27, the employee’s compensation shall be increased to the next applicable step in the wage range.
B. Temporary Interim Assignments Outside of the Employee Group When an employee is temporarily appointed in writing by the City Manager to perform all duties of a position in a higher classification outside of SEIU for a period of at least 15 consecutive working days, that employee shall be compensated at the lowest step in the higher classification that provides an increase to the assigned employee of at least five percent (5%) of their current compensation level, inclusive of base pay and all applicable incentives (Longevity Pay and Special Commercial License Pay). An assigned employee’s base wage shall not be lower than the minimum or exceed the maximum defined wage range of the higher classification. The appointment will be documented through an offer letter that is placed in the employee’s personnel file. Upon reaching the eligibility for
Exhibit B
5 advancement pursuant to Article 27, the employee’s compensation shall be increased to the next applicable step in the wage range.
C. Additional Duties
When an employee is temporarily appointed in writing by the City Manager to perform additional duties in a higher classification for a period of at least 15 consecutive working days, that employee shall be provided compensation equal to 5% of their base pay. The assignment will be documented through an offer letter that is placed in the employee’s personnel file.
D. Use of Temporary Assignment Pay in Pension Calculations Compensation for temporary interim assignments must comply with Government Code § 20636 and Title 2 California Code of Regulations §§ 571 and 571.1 in order to be eligible for use in the calculation of CalPERS retirement benefits.
Compensation for additional duties is not compliant for the purposes of pension calculations and will not be included in CalPERS reporting.
6. LICENSE AND CERTIFICATION PAY
A. Upon approval from the department director, employees who hold a valid Class A or Class B California driver license, maintain a valid Medical Examiner’s Certificate, and are cleared by the Federal Motor Carrier Safety Administration (FMCSA) Clearinghouse to drive commercial vehicles, shall receive one hundred ($100) dollars per pay period as Special Commercial License Pay. This incentive shall be prorated based on the number of hours worked in any pay period in which the employee is hired, separates, or obtains/loses eligibility mid-period.
Loss, suspension, or expiration of any of the above requirements, including notification from the FMCSA Clearinghouse that the employee is not authorized to operate commercial vehicles, shall result in automatic removal of this specialty pay effective the pay period in which the disqualifying event occurs.
B. The City shall pay for required testing, training, continuing education units/contact hours, and professional membership costsfor all job-required certifications. Upon approval from the department director, the City will provide paid release time and cover costs for additional certification training deemed necessary based on operational needs or City business requirements. Employees are responsible for maintaining valid and current certification status and shall promptly provide documentation of renewal or completion as requested by the City.
Exhibit B
6 7. PAYCHECKS
The City compensates employees through electronic bank transfers issued on Fridays, one week following the end of each two-week (biweekly) pay period. Electronic pay receipts (pay stubs) and W-2s are accessible through the Employee Self Service (ESS) web portal.
Employees unable to print these documents may request copies from Human Resources.
All compensation shall be issued on one pay stub each paycheck date; separate checks will not be issued for other payments such as vacation cash outs.
Payroll Corrections: If an error occurs in the payment of an employee’s wages, overtime, deductions, or leave balances/usage, the City shall adjust such compensation to the correct amount and provide written notice to the employee. In cases of underpayments, the City shall process the correction as soon as practicable, typically the following pay period. In the event of an overpayment, Human Resources will determine a reasonable repayment schedule of no more than 12 months in duration and inform the employee of the schedule directly, or through the department director. The affected employee shall be given an opportunity to discuss the schedule of repayment and, if necessary, to request an adjustment to the repayment schedule as needed and reasonable. Factors considered in determining a reasonable schedule for repayment include, but are not limited to, the length of time the overpayment has occurred, the amount of the overpayment, the employee’s normal wages, and other financial obligations of the employee. If an employee with an active repayment plan separates from City employment prior to full repayment, any remaining balance shall be deducted from the employee’s final wages and leave payouts, consistent with FLSA and applicable law.
8. HOURS OF WORK
Unless otherwise authorized by the department director under an approved alternate schedule, the normal working schedule for full-time employees shall be eight (8) hours per day or forty (40) hours per work week. This shall not be construed to mean that an employee is guaranteed any minimum number of hours per day or per work week.
All employees must accurately record time in/time out to the nearest five (5) minutes. All time spent for the benefit of the City must be reported as hours worked on timecards to ensure proper compensation. Employees may not “volunteer” to perform duties that are the same as, or similar to, their stated or regular job duties. Employees have no authorization to work without compensation. Supervisors are prohibited from requesting or allowing overtime-eligible employees to work off the clock.
Time worked of less than eight (8) minutes in any workday shall not be counted toward total hours worked. As such, hours paid shall be rounded to the nearest fifteen (15) minutesfor payroll purposes. (E.g., an employee who starts work at 8:05 am, takes a lunch from 12:00 pm to 12:30 pm, and ends work at 4:55 pm worked 8 hours and 20 minutes.
Exhibit B
7 As hours paid is rounded to the nearest 15 minutes, they must record 8.25 hours on their timecard.)
Employees may not earn wages and use leave simultaneously. Employees on leave who perform work during regular working hours shall adjust their leave use accordingly. An exception may be granted when expressly authorized by the department director or their designee, based on operational necessity, for employees utilizing previously scheduled vacation and/or compensatory time off.
Employees who begin work on one day and continue working into the next calendar day shall be compensated at the same rate of pay as if all hours were worked on the initial day.
Daylight Savings Time: Employees assigned to work or standby duty during the transition to or from Daylight Saving Time shall be compensated for all hours actually worked or on standby.
When Daylight Saving Time begins (springs forward) and results in a loss of one (1) hour, employees who are deficient one (1) hour of regular wages may elect to:
1. Charge the deficient time to floating holiday, vacation leave, and/or compensatory time off;
2. Work an additional hour during the FLSA work period (with supervisor approval); or
3. Go unpaid for that hour.
When Daylight Saving Time ends (falls back) and results in one (1) additional hour worked, employees shall be compensated for the additional hour at the appropriate rate of pay.
Alternative Work Schedules: The City and union agree that under some circumstances, alternate work schedules may be beneficial to both employees and the City. Accordingly, employees may request to work an alternative work schedule. Such requests shall be subject to approval by City management. City management reserves the right to modify or discontinue alternative work schedules.
9. MEAL & REST PERIODS
Except for employees assigned to continuous operations, an unpaid meal period of no less than thirty (30) minutes shall be provided approximately midway through the regular workday. The meal period shall begin when work stops at the work site and end when work resumes at the work site. Employees shall be provided two (2) paid rest breaks of ten (10) minutes each during each full workday – one near the midpoint of the first half of the shift and one near the midpoint of the second half. Whenever possible, rest breaks
Exhibit B
8 will be taken at the work site. If breaks are not taken at the work site, any travel time will be included within the ten (10) minutes allotted for the break. 9/80 Employees: Employees may take their lunch break at any time on their nine (9) hour workdays with supervisor approval. However, on the designated eight (8) hour “split day” the lunch break MUST begin after four (4) hours of work to avoid overtime. For example, if an employee’s “split day” starts at 8:00 am, their lunch period may not begin any earlier than 12:00 pm. Careful attention to the work week should be considered when scheduling lunches to avoid incurring overtime.
10. OVERTIME
All hours worked in excess of forty (40) hours in a designated work week, or on a holiday recognized under this agreement, shall be compensated at the rate of one and one–half (1.5) times the employee's regular rate of pay. All overtime must be approved in advance by a supervisor. Field staff in water distribution, water treatment, water quality, and wastewater collections may be required to perform assigned duties on Saturdays and Sundays. Unless mutually agreed upon by the director and affected employee(s), such assignments shall be compensated at the overtime rate.
For purposes of determining overtime eligibility, time worked shall include hours actually worked and time compensated as holidays, jury duty, sick leave, bereavement leave, and previously scheduled vacation leave and compensatory time off. If leave is used on the same day as hours worked without being pre-scheduled, such leave shall not be deducted from the employee’s leave balance, and the hours worked shall apply toward the employee’s regular work hours—not toward overtime.
The workweek for purposes of the Fair Labor Standards Act (FLSA) overtime calculations shall consist of a seven (7) consecutive day period beginning Sunday at 12:00 am and ending Saturday at 11:59 pm, except employees on a 9/80 alternative work schedule. For those employees, the start and end time of the workweek shall be adjusted dependent on the employee’s or division’s specific work schedule and documented in writing. Work schedules and workweeks may be modified by the City based on the department’s operational needs, however, employees shall be provided reasonable written notice prior to the change.
At the employee’s request, and with supervisor approval, overtime hours may be compensated as compensatory time off at the rate of one and one–half (1.5) hours for each hour of overtime worked, in lieu of cash payment. Compensatory time off may be used at a time mutually agreed upon by the employee and their supervisor. The maximum compensatory time off accrual shall be eighty (80) hours. In the event that compensatory time off is cashed out, it will be paid at the employee’s current rate of pay.
Exhibit B
9 11. STANDBY PAY
All employees may be assigned standby duty during non-working hours. Standby assignments will be rotated on a weekly basis at the direction of the department director.
Every reasonable effort will be made to fill standby assignments with volunteers before assigning employees involuntarily.
Employees assigned to standby duty are required to:
1. Be ready to respond to (arrive at) calls for service within 30 minutes;
2. Remain readily reachable at all times by telephone or other communication equipment; and
3. Refrain from activities which might impair their ability to perform assigned duties safely and effectively.
The department director may extend the 30-minute response timeframe based on operational needs.
Standby compensation pay shall be three dollars and fifty cents ($3.50) per hour of standby time. When called back to work while on standby, employees will be compensated pursuant to Section 12. Standby pay shall cease during periods of callback pay; employees shall not receive both callback and standby pay simultaneously.
12. CALLBACK
For purposes of this section, a “callback” occurs when an employee is contacted outside of their normal working hours and is required to respond, either by physically reporting to the worksite or by responding remotely. Callback compensation shall be provided as follows:
• Employees who are required to physically report to the worksite shall receive a minimum of two (2) hours pay at the appropriate rate of pay. • Employees who are required to physically report to the worksite between the hours of 11:00 pm and 6:00 am shall receive a minimum of three (3) hours pay at the appropriate rate of pay.
• Employees who are required to respond to a call but are not required to physically report to the worksite (including, but not limited to, clearing SCADA alarms remotely), shall receive a minimum of one (1) hour of pay at the appropriate rate of pay.
If an employee receives a second callback within the applicable one- or two- hour minimum callback period of the initial callback, the employee shall not receive an additional minimum guarantee. The employee shall be compensated only for actual time worked in excess of the applicable minimum call-back period.
Exhibit B
10 Rest and Recovery Time: Employees who are required to work beyond their scheduled shift or are called back to report to onsite work, and who works at least four (4) consecutive hours as a result of such callback, shall be eligible for rest and recovery time.
Eligible employees are not required to report back to work until eight (8) hours have elapsed following completion of work. Employees may use paid leave (sick, vacation, floating holiday, and/or comp time) to cover their regularly scheduled hours not worked due to rest and recovery.
Example 1: An employee who is regularly scheduled to work from 7:00 am to 3:30 pm is called back and works from 10:00 pm to 2:00 am. They will not be required to report back to work until 10:00 am and may use three (3) hours of paid leave for rest and recovery from 7:00 am to 10:00 am.
At the employee’s request, and upon approval from their supervisor, employees may report to work at the regularly scheduled time (if able to work safely) and use paid leave as rest and recovery time at the end of their shift to clock out early.
Example 2: An employee who works until midnight and is scheduled to work 7:00 am to 3:30 pm the following day is entitled to one (1) hour of rest and recovery time. They may work 7:00 am to 2:30 pm and use 1 hour of paid leave as rest and recovery time from 2:30 to 3:30.
13. RETIREMENT BENEFITS
A. CalPERS
The contract with CalPERS as approved by the City Council provides for the following benefits:
1. Tier 1 - Employees hired prior to May 27, 2012
• 2.5% @ 55 benefit formula.
• Employeesshall pay the eight percent (8%) employee contribution. • Employees shall contribute an additional two percent (2%) pursuant to Govt. Code Section 20516 for a total current contribution of ten percent (10%). The increased contributions are credited to each member account as normal contributions. • CalPERS will use the highest average annual compensation earned during any 12-month consecutive period of employment for final compensation.
2. Tier 2 - Employees hired between May 27, 2012, and December 31, 2012, and those hired on or after January 1, 2013, who meet the definition of
Exhibit B
11 classic member pursuant to the California Public Employees’ Pension Reform Act PEPRA
• 2% @ 60 benefit formula.
• Employee shall pay the seven percent (7%) employee contribution. • Employees shall contribute an additional three percent (3%) pursuant to Govt. Code Section 20516 for a total contribution of ten percent (10%). The increased contributions are credited to each member account as normal contributions.
• CalPERS will use the highest average annual compensation earned during any 36-month consecutive period of employment for final compensation.
3. Tier 3 - Employees hired on or after January 1, 2013, who meet the definition of new member pursuant to PEPRA
• 2% @ 62 benefit formula.
• Employees shall pay fifty percent (50%) of the expected normal cost rate (which is currently 7.75%) pursuant to the PEPRA. • Employees shall contribute an additional three percent (3%) pursuant to Govt. Code Section 20516 for a total current contribution of ten-point seven five percent (10.75%). The increased contributions are credited to each member account as normal contributions.
• CalPERS will use the highest average annual compensation earned during any 36-month consecutive period of employment for final compensation.
Pursuant to IRS Code Section 414(h)(2) employee paid retirement contributions shall be made on a pre-tax basis.
B. Deferred Compensation
All employees shall be eligible to participate in the deferred compensation program. The City shall provide a dollar-for-dollar matching contribution of up to twenty-five dollars ($25.00) per pay period to each participating employee’s pretax account. Effective the paycheck dated January 23, 2026, the City shall provide a dollar-for-dollar matching contribution of up to fifty dollars ($50.00) per pay period to each participating employee’s pre-tax account.
Employees hired mid-pay period shall be eligible for the City’s match upon hire.
Employees who separate from employment or transfer to a bargaining unit
Exhibit B
12 ineligible for a City match prior to completing a full pay period shall not be eligible to receive the City’s matching contribution for that pay period.
C. Social Security
Both the City and the employee pay into Social Security.
14. INSURANCE
Benefits shall be those in effect on the ratification date of this agreement or as subsequently modified by written agreement of the parties.
A. Health Insurance
Employees may enroll in any medical plan offered through CalPERS.
Effective January 1, 2026, the City shall contribute up to the following maximum monthly amounts:
Coverage Level Maximum City Contribution
Employee Only $956.28
Employee + 1 Dependent $1,721.30
Employee + 2 or More Dependents $2,113.38
For plan years 2027, 2028, and 2029, the City shall increase its monthly healthcare contribution by the same percentage as the premium increase for the lowest-cost PPO medical plan provided by CalPERS in zip code 93446 that is available to all members, not to exceed 5% annually. (E.g., if the premiums for the lowest cost PPO medical plan increases by 4%, then the City’s contribution will increase by 4%).
These amounts include the CalPERS statutory minimum medical employer contribution. The balance is designated as a cafeteria plan contribution.
If the premiums for the lowest cost PPO increase more than 7.5% in a single year, the City and SEIU agree to reopen discussions regarding medical contributions.
The scope of discussions is limited to medical contributions for the following calendar year.
Conditional Opt Out: Employees who elect to waive CalPERS medical coverage and provide evidence of other group medical insurance that provides minimum essential coverage for themselves and all family members (for whom they reasonably expect to claim a personal exemption deduction for the taxable year) will qualify to receive a cash payment of $300 per month. Coverage in the
Exhibit B
13 individual market, whether or not from the insurance marketplace (such as Covered California), will not qualify for the opt out payment. Employees must submit proof of qualifying coverage and the opt-out attestation prior to the beginning of each calendar year. Failure to provide updated documentation and an attestation shall result in termination of the opt-out payment.
Upon request, the City and SEIU will meet prior to open enrollment to review new health care rates announced by CalPERS.
B. Dental Insurance
The City shall provide a dental insurance plan for employees. Effective January 1, 2026, monthly contributions will be as follows:
Coverage Level City Contribution Employee Contribution
Employee Only 100% $0.00
EE+1 or More Dependents $86.70 $4.60
For the term of this agreement, the City will modify its maximum contribution by an amount equal to 100% of the employee only premium, and 75% of premium changes for dependent coverage.
C. Vision Insurance
The City shall provide a vision insurance plan for employees. Effective January 1, 2026, monthly contributions will be as follows:
Coverage Level City Contribution Employee Contribution
Employee Only 100% $0.00
EE + 1 or More Dependents $15.50 $0.00
For the term of this agreement, the City will modify its maximum contribution by an amount equal to 100% of the employee only premium, and 75% of premium changes for dependent coverage.
D. Life Insurance
The City shall provide and pay the full cost of a $75,000 group term life and accidental death and dismemberment insurance policy for each employee.
Employees will be taxed on the cost of the premium exceeding $50,000, or as otherwise required by the Internal Revenue Service.
E. Employee Assistance Program
Exhibit B
14 The City shall provide and pay the full cost of an employee assistance program for each employee and their eligible dependents.
F. Retiree Insurance Benefits
The City agrees to provide the following benefits to regular full-time employees provided they retire with CalPERS within 120 days of their separation date with the City.
1. Retiree Insurance Reimbursement
The City shall reimburse eligible retirees up to five hundred ($500) dollars per month for the cost of the retiree’s and/or retiree’s dependents’ health (medical, dental, or vision) insurance premiums, disability insurance, longterm care, and/or life insurance premiums. Eligibility and duration of benefits shall be as follows:
• Employees with a current hire date prior to January 1, 2012:
o Must have a minimum of ten (10) years of City service o Eligible for this benefit for life
• Employees with a current hire date on or after January 1, 2012:
o Must have a minimum of twenty (20) years of City service o Eligible for this benefit through the end of the month they turn age 65
This benefit is effective the first month following termination of the City’s active employee health contribution. Retroactive reimbursement requests are limited to no more than the prior twelve (12) months prior to the date of receipt by Human Resources.
2. Dental Coverage
Employees with a minimum of ten (10) years of current active service with the City are eligible to continue dental insurance coverage through the end of the month in which they turn age 65. Premiums will be deducted from their retiree insurance reimbursement benefit or billed directly if the retiree is not eligible for reimbursement. Retirees who cancel coverage at any time will not be eligible to re-enroll.
15. LEAVES
A. Vacation
Exhibit B
15 Vacation leave shall accrue based on years of continuous service in accordance with the following schedule:
Years of Service
Hours per Completed
Pay Period Hours per Year
0 - 2.9 3.0771 80.00
3 - 4.9 3.6923 96.00
5 - 6.9 4.3076 112.00
7 - 8.9 4.9230 128.00
9 - 10.9 5.5384 144.00
11+ 6.1538 160.00
Employees who are hired or separate from the City mid-pay period shall receive prorated leave accruals based on the number of hours worked during that pay period.
Effective January 1, 2015, two vacation banks were established as follows:
1. Historical Bank: Includes all hours accrued as of January 1, 2015, which remain available until used or paid out.
2. New Bank: Includes hours accrued on or after January 1, 2015. Accruals shall cease when the total balance reaches two times the employee's annual accrual maximum.
Employees requesting vacation shall do so at least two weeks in advance. Vacation leaves requested less than two weeks in advance will be considered only when a bona fide need can be demonstrated involving a situation which could not have reasonably been foreseen.
B. Vacation/Compensatory Time Off Cash Out
Twice per year, employees will have the option to declare their intent to cash out accrued vacation and/or compensatory time off under the following conditions:
• Hours cashed out shall be paid at the employee’s regular base rate of pay. • Once an election is made it cannot be rescinded or modified.
Employees are required to complete the City’s standardized election form, which provides additional policy details.
C. Sick Leave
All eligible employees shall accrue 3.6923 hours of sick leave per completed pay period. Employees who are hired or separate from the City mid-pay period shall
Exhibit B
16 receive prorated leave accruals based on the number of hours worked during that pay period. There is no cap on the number of sick hours that can be accrued.
Unused sick leave is not cashed out upon termination, resignation, retirement, or other separation from employment. Pursuant to CalPERS regulations, employees who retire within 120 days of their separation date from the City shall have their unused sick leave converted to service credit.
Sick leave may be used for the following purposes:
1. The diagnosis, care, or treatment of an existing health condition of, or preventative care (e.g., medical, dental, and vision appointments) for the employee themselves or any of the following family members of the employee: a child of any age or dependency status; a parent; a parent-inlaw; a spouse; a registered domestic partner; a grandparent; a grandchild; a sibling; or a designated person.
2. For an employee who is a victim of domestic violence, sexual assault, stalking, or other crime in order for the employee to engage in any of the following activities: (1) obtain or attempt to obtain a temporary restraining order or other court assistance to help ensure the health safety or welfare of the employee or their child; or (2) obtain medical attention or psychological counseling, services from a shelter, program or crisis center, or (3) participate in safety planning or other actions to increase safety.
3. For rest and recovery pursuant to article 12.
To request to use sick leave, if the need for leave is foreseeable, an employee must give the immediate supervisor reasonable advance written or verbal notice. If the need for sick leave is not foreseeable, the employee shall provide written or verbal notice of the need for the leave as soon as practicable. If the employee is required to be absent on sick leave for more than one day, the employee must keep the immediate supervisor informed each day as to the date the employee expects to return to work and the purpose of the leave. Failure to request sick leave as required by this policy without good reason, may result in the employee being treated as absent without leave.
Evidence may be required by the department head or Human Resources in the form of a physician's certificate to support any absence that involves the illness of the employee or family member. Employees who use paid leave to address issues related to domestic violence, sexual assault, stalking, or other crimes and who cannot provide advance notice of their need for leave must provide certification of the need for leave within a reasonable time thereafter.
Exhibit B
17 The City may conduct any necessary investigation, including requiring doctors' certificates, at any time, in cases where evidence of possible sick leave abuse develops.
Any unauthorized absence may be grounds for disciplinary action by the department head. Any employee who is absent for three (3) or more days without authorization shall be deemed to have resigned unless the City determines extenuating circumstances justify granting additional leave with or without pay.
D. Unanticipated Emergency Leave
Subject to supervisor approval and operational necessity, an employee may use up to 24 hours of sick leave per calendar year to be designated as “Unanticipated Emergency Leave” (UEL). UEL is intended to provide limited schedule flexibility by allowing paid time off to address unexpected, urgent, and unavoidable personal matters requiring the employee’s immediate attention (e.g., a vehicle breakdown en route to work, a burst water pipe at home). UEL shall not be used as additional vacation time, to extend weekends or holidays, or for foreseeable events that could be reasonably scheduled in advance.
Employees must provide a brief explanation of the specific circumstances necessitating UEL on their timecard. Stating “personal day” or similar general terms does not meet the justification requirement for UEL use.
E. Holidays
The following 14 holidays are recognized as paid days off for employees, up to a maximum of 8 hours per holiday:
1. New Year’s Day: January 1st
2. Martin Luther King, Jr. Day: third Monday of January
3. President’s Day: third Monday of February
4. Memorial Day: last Monday in May
5. Juneteenth: June 19th
6. Independence Day: July 4th
7. Labor Day: first Monday in September
8. Indigenous Peoples’ Day (also observed as Columbus Day): second Monday in October
9. Veteran’s Day: November 11th
10. Thanksgiving: fourth Thursday in November
11. Day after Thanksgiving: Friday after Thanksgiving
12. Christmas Day: December 25th
13. Floating holiday: Any day in the calendar year
14. Floating holiday: Any day in the calendar year
Exhibit B
18 Floating Holiday Hours: Employees will be provided sixteen (16) hours of floating holiday hours at the beginning of each calendar year. Floating holiday hours may be used at any point during the calendar year subject to supervisor approval.
When a holiday falls on a day an employee is regularly scheduled to work more than 8 hours, they may use a portion of their floating holiday hours to make up any deficient hours (e.g., an employee who is regularly scheduled 9 hours on a Monday on which a holiday falls will receive 8 hours of holiday pay and can use 1 hour of floating holiday to receive a total of 9 hours of pay for the day). Employees may not use floating holiday hours to receive more hours than normally scheduled in one day. Unused floating holiday leave will not be carried over year to year and are not paid out upon separation or transfer to a position ineligible for floating holiday. Employees hired mid-year shall receive a bank of prorated floating holiday hours based on the number of full pay periods remaining in the calendar year. Employees who transfer from a part-time position shall receive an additional eight (8) hours of floating holiday prorated based on the number of full pay periods remaining in the calendar year.
When any of the above-listed holidays falls on a Saturday, it will be recognized on the preceding Friday. If it falls on a Sunday, it will be recognized on the following Monday. For all employees who regularly work on Saturday and/or Sunday, the holiday will be observed on the above-listed dates.
For employees on an alternative work schedule such as 9/80 or 4/10, when the holiday falls on a regular workday, the employee must use accrued vacation, compensatory, or floating holiday hours to make up the deficient hour(s), or with supervisor approval, an employee may work additional hours in the same FLSA workweek in lieu of using accrued leave.. Employees must designate on their timesheet which leave accrual to be used. The time may not be charged to sick or Unanticipated Emergency Leave.
Employees who are not regularly scheduled on a holiday are to observe the holiday on an alternative day during the work week.
F. Coordination of Leave Accruals
Employees receiving partial wage replacement (e.g., workers’ compensation temporary disability payments, State Disability Insurance, or Paid Family Leave) may use sick leave, vacation leave, floating holiday, and/or compensatory time off in order to maintain, but not exceed, their regular base pay.
G. Bereavement Leave
Employees may utilize paid bereavement leave for the following purposes:
Exhibit B
19 1. Funeral- or Service-Related Needs: Attending or arranging a funeral or memorial service, or to take care of family matters, that are related to the death of an immediate family member (defined as spouse, domestic partner, parent, child, sibling, grandparent, or grandchild, and the corresponding family member by marriage).
2. Reproductive Loss Events: Any qualifying reproductive loss event as defined in Government Code § 12945.6.
Employees are eligible for up to five (5) days of paid leave where the death or service is outside the state. Employees are eligible for three (3) days of paid leave where the death or service are within the state, however, bereavement will be extended up to 5 days with the employee utilizing vacation, sick, floating holiday, or comp time accruals for the additional two days. The employee may also elect to recognize those days as unpaid.
Paid bereavement leave shall not be authorized more than two (2) times within a calendar year and must be concluded within one (1) year of the death of the family member.
H. Jury Duty
Employees shall be paid for actual work hours missed because of time spent in jury service or court. The employee shall be responsible for notifying their supervisor as soon as possible upon receiving notice to appear for jury duty, make every reasonable effort to keep their supervisor advised as to the anticipated length of service, and return to work the day of or on the first day following the end of jury duty service depending on the time released.
I. Time Off to Vote
If any employee does not have sufficient time outside of working hours to vote, they may request up to two (2) hours of vacation or comp time, either at the beginning or end of scheduled working hours, to enable them to vote. Employees must request time off to vote from their supervisor at least two (2) days prior to the election.
J. Family and Medical Care Leave
The City provides family and medical care leave to eligible employees in accordance with applicable federal and state laws. Employees must provide appropriate medical certification or documentation supporting the need for the leave.
Exhibit B
20 K. Military Leave
Military leave will be granted in accordance with federal and state law as well as rule 16.07 of the City’s Personnel Rules and Regulations. An employee requesting leave for this purpose shall promptly provide the supervisor and Human Resources with a copy of the military orders specifying the dates, site, and purpose of the activity or mission. Within the limits of such orders, the supervisor may determine when the leave is to be taken and may modify the employee’s work schedule to accommodate the request for leave.
16. UNIFORMS
The following classifications are required to wear a uniform during working hours.
Uniforms may also be worn to and from work. Employees failing to report in uniform as required or drinking alcohol while in uniform are subject to all normal disciplinary actions.
A. Community Services Officers
1. The City shall provide 3 pairs of pants, 3 short sleeved shirts, and 3 long sleeved shirts annually.
2. The value of uniform pants and shirts provided is reported to CalPERS as compensation subject to retirement contributions for employees in classic retirement tiers (not PEPRA) up to a maximum of $25.00 per pay period.
The value reported shall be calculated by dividing the total cost incurred for all eligible personnel in the prior fiscal year by the number of eligible personnel then dividing that result by the number of pay periods in the fiscal year. (E.g., $1,753.40 annual cost ÷ 4 employees ÷ 26 pay periods = $16.85. The reportable value shall be updated each fiscal year based on the rate for the previous fiscal year.
B. Fire Prevention Specialists
1. The City shall provide 3 pairs of pants and 3 shirts (short and/or long sleeved) annually. In addition, black protective work boots will be provided. Replacement boots will be provided solely at the department’s discretion.
2. The value of uniform pants and shirts provided is reported to CalPERS as compensation subject to retirement contributions for employees in classic retirement tiers (not PEPRA) up to a maximum of $40.00 per pay period.
The value reported shall be calculated by dividing the total cost incurred for all eligible personnel in the prior fiscal year by the number of eligible personnel then dividing that result by the number of pay periods in the
Exhibit B
21 fiscal year. (E.g., $ 1,691.57 annual cost ÷ 2 employees ÷ 26 pay periods = $32.53. The reportable value shall be updated each fiscal year based on the rate for the previous fiscal year.
C. Additional Classifications as Listed Below
Airport Maintenance Technician I/II/Lead
Airport Operations Technician
Facilities Maintenance Technician I/II/Lead
Facilities Supervisor
Fleet Supervisor
Laboratory Supervisor
Laboratory Technician I/II
Landscape Maintenance Technician I/II/Lead
Landscape Supervisor
Mechanic
Parks and Trails Maintenance Specialist I/II
Parks and Trails Supervisor
Streets Supervisor
Streets Maintenance Technician I/II/Lead
Wastewater Chief Plant Operator
Wastewater Collections Operator I/II/Lead
Wastewater Collections Supervisor
Wastewater Treatment Plant Maintenance Specialist
Wastewater Treatment Plant Operator I/II/Lead
Water Distribution Operator I/II/III
Water Treatment Operator I/II
1. The City shall provide one clean uniform per day and one winter jacket for the classifications listed in section 16.C above. Employees hired to fill newly created classifications will also receive uniforms under this section if the wearing of a uniform is required. The option of a reflective coat shall be provided to employees exposed to traffic. Jackets shall be "wash and wear" and shall be replaced on an as needed basis as determined by the department head. However, jacket replacement shall not exceed one jacket per year. The employee is responsible for laundering, minor repairs, and any repairs necessitated by employee negligence. The jacket shall be considered City property.
2. The value of uniform rentals and the winter jacket is reported to CalPERS as compensation subject to retirement contributions for employees in classic retirement tiers (not PEPRA) up to a maximum of $80.00 per pay period. The value reported shall be calculated by dividing the total cost incurred for all eligible personnel in the prior fiscal year from the current
Exhibit B
22 uniform provider by the number of eligible personnel then dividing that result by the number of pay periods in the fiscal year. (E.g., $126,319.35 annual cost ÷ 74 employees ÷ 26 pay periods = $65.65. The reportable value shall be updated each fiscal year based on the rate for the previous fiscal year.
Nothing in this section prohibits departments from purchasing or renting uniforms or clothing for classifications not identified herein. However, only those uniforms for classifications that are required by the City, as a condition of employment, to wear specific clothing which is a ready substitute for personal attire the employee would otherwise have to acquire and maintain, is eligible to be reported to CalPERS as compensation subject to retirement contributions for employees in classic retirement tiers (not PEPRA).
17. SAFETY SHOES/PRESCRIPTION GLASSES REIMBURSEMENT
During the term of this agreement, all union employees regularly engaged in physical labor where safety footwear is required shall be eligible for reimbursement of up to two hundred fifty dollars ($250) per fiscal year toward safety shoes. Proof of purchase is required. Safety shoes obtained under this provision must be worn during all working hours where safety footwear is required. Unused amounts may be carried forward for one fiscal year only for a combined maximum of five hundred dollars ($500) in any given fiscal year.
During the term of this agreement, all union employees who wear prescription glasses on a regular basis and whose duties require the use of safety glasses shall be eligible for reimbursement of up to four hundred dollars ($400) once every two years for prescription safety glasses. Proof of purchase is required. Safety glasses obtained under this provision must be worn during all working hours where safety glasses are required. Unused amounts may be carried forward for one fiscal year only for a combined maximum of eight hundred dollars ($800) in any given fiscal year.
Employees may request reimbursement for multiple pairs of safety shoes or glasses within the same fiscal year; however, total reimbursement shall not exceed the maximum limits defined above.
If an employee’s safety shoes or prescription safety glasses become damaged in the line of duty (outside of normal wear and tear), with the approval of the manager, the City shall reimburse the cost of replacement. Such reimbursement shall not be charged against the employee’s allowance. Normal wear and tear shall be covered under the standard annual allowance provisions.
Exhibit B
23 18. TOOL ALLOWANCE
All fleet employees who are required to use their tools on the job shall be eligible for reimbursement of up to six hundred ($600) dollars per fiscal year as a tool allowance.
Proof of purchase is required. With the approval of the manager, employees may be authorized to obtain a replacement for broken and/or worn-out tools.
19. EDUCATION REIMBURSEMENT POLICY
The City shall provide up to $3,000 per fiscal year under the Education Reimbursement Program. Courses not related to an employee’s current position may be approved if they constitute core or required elective units toward an approved degree program or if they relate to the employee’s promotional advancement goals within the City.
The City will continue its practice of reimbursing employees for the cost of obtaining certifications required by their classification, including both the initial certification(s) and required continuing education coursework necessary to maintain such certification(s).
20. POLICE OFFICER RECRUIT ACADEMY HOUSING REIMBURSEMENT Employees classified as a Police Officer Recruit who are required to attend a police academy located more than 60 miles from their place of residence shall be eligible for a housing reimbursement of up to $1,500 per month for the duration of their academy attendance. Proof of a housing/rental agreement is required for reimbursement.
Eligibility will cease upon completion or termination from the academy.
Employees shall be responsible for any applicable federal, state, or local taxes. Based on Title 2 of the California Code of Regulations Section 571, the housing reimbursement will not be considered “special compensation”, will not be reported to CalPERS as compensation, and will not be considered as compensation when calculating an employee’s retirement benefits. In the event that CalPERS determines that housing reimbursement meets the definition of “special compensation”, both parties agree to reopen negotiations related to the financial impacts and implementation of this issue.
21. DUES DEDUCTION
The City and union agree that requests for, changes to, and cancellations of union dues and other deductions referenced in this article shall be promptly processed through the union and put into effect at the employee's request, or in the case of authorized changes pursuant to the union's bylaws, at the union's request. Deductions may vary by employee.
Changes will be processed as soon as practical. Deductions shall be made from each paycheck and remitted to the union biweekly.
Exhibit B
24 The City agrees to promptly provide to the union a list of employees hired or transferred into the union including at a minimum, the name, class title, department, and division location. The union agrees to waive the ten (10) day advance notice for new employee orientations (provided by AB 119), and instead the City will provide the union with two (2) business days’ notice for new union member orientation.
The union agrees to indemnify and hold the City harmless from any liabilities which may arise as a result of the application of this article. Requests for deductions shall be made on union Authorized cards in accordance with applicable State law. Changes to the union authorized card shall require approval by the City in advance.
22. UNION SECURITY
All union employees who, on the effective date of this agreement are members of SEIU, Local 620, and all such employees who thereafter voluntarily become members of Local 620, shall maintain their membership in Local 620; subject to the right to resign membership during the period commencing thirty (30) days prior to the end of each calendar year. The union agrees to indemnify and hold the City harmless from any liabilities which may arise as a result of the application of this article.
23. UNION STEWARDS
A. The City authorizes the union to appoint five (5) "union stewards" and one chief steward, any of which may represent an employee subject to the City's grievance procedure.
B. The union shall provide the Municipal Employee Relations Officer with a list of all authorized union stewards, and the list shall be kept current.
C. An employee and/or their union steward representative may, when and to the extent necessary, take official City time without loss of compensation in order to participate in the investigation and processing of a grievance as provided for in article 28, upon notification and approval of the Municipal Employee Relations Officer or designee.
D. The Municipal Employees Relations Officer will approve employee and/or union steward taking official City time to investigate and process a grievance when and to the extent necessary and only if it will in no event adversely affect the operational, security, or safety requirements of the City.
E. It is understood that the employee and/or union steward shall make every reasonable effort to perform any of the above activities on off–duty time.
Exhibit B
25 F. The union shall reasonably distribute workload among stewards so as to avoid excessive time off for any one individual.
Negotiations Release Time: The City agrees to release no more than six (6) union members to participate in the formal meet and confer sessions with the City representatives. No other release time is authorized for negotiations purposes.
24. UNION ACCESS TO WORK LOCATIONS
A. The City agrees that an authorized union staff member shall be granted access to work locations to participate in the investigation and processing of grievances per the grievance procedure, or to observe working conditions, when and to the extent necessary, and only if it will in no event adversely affect the operational, security or safety requirements of the City, upon the approval of the Municipal Employees Relations Officer or designee.
B. When and to the extent necessary and only if it will in no event adversely affect the operational, security or safety requirements of the City and upon notification and approval of the Municipal Employee Relations Officer or designee, an authorized union staff member is permitted to communicate with employee(s) without loss of compensation. It is not the intent of this section to allow general union meeting on City time; but rather to allow investigation and discussion of working conditions, grievances, and safety issues.
C. The City will allow the use of existing bulletin board space at the following locations: 1) Streets Division; 2) Water Division; 3) Wastewater Division; 4) Library; and 5) City Hall. Bulletin board space shall be used only for the following subjects:
1) Local 620 recreational information, social and related news bulletins; 2) scheduled meetings; 3) information concerning elections or results thereof; and 4) reports of official business of Local 620.
Prior to posting under numbers 1 through 4 above, it shall be initialed by an authorized representative of the union and the City. All outdated materials must be removed by the union.
25. PROBATIONARY PERIOD
The probationary period shall be twelve (12) months for newly hired personnel and six (6) months for promotions. The maximum extension period for probationary periods shall be six (6) months.
Exhibit B
26 26. ADVANCEMENT IN WAGES
The wage range as set forth for each classification is divided into five (5) steps, which shall be interpreted and applied as follows:
A. The first step is the minimum rate and normally shall be the hiring rate.
B. The second step is granted to employees who are eligible for this adjustment after completion of six (6) full calendar months of satisfactory service in a classification, only if granted by the executive manager or their designee.
C. The third, fourth and fifth steps shall be granted to an employee who has proven they are fully qualified and rated satisfactory or above in a given classification for one full additional year from the granting of previous step increases, only if granted by the executive manager or their designee.
An employee must always continue to maintain an acceptable level of performance and shall be evaluated annually. If the written evaluation does not support a continued acceptable effort, an individual’s wage may be reduced by the executive manager or their designee.
If a step increase is due, and an employee’s performance evaluation has not taken place by the anniversary date of the employee’s previous step increase, an employee can submit a written request to their director, supervisor, and Human Resources for a performance review and step increase. If no review takes place within 30 calendar days after the employee’s anniversary of previous step increase, then it will be assumed to be a satisfactory or above review. The employee can then submit a written request to their director, supervisor, and Human Resources for the step increase to take effect at the beginning of the next full payroll period retroactive back to the anniversary date.
No deferral of merit step increases is in force, nor will there be merit step deferrals for the term of this contract.
27. PERFORMANCE RATING SYSTEM AND DENIAL OF STEP INCREASE PERFORMANCE RATING SYSTEM:
A uniform system of appraisal shall apply to all performance evaluation reports. The system utilized shall ensure that each employee is evaluated only upon factors which bear directly upon job performance. These factors may include but need not be limited to:
quantity and quality of work; initiative and judgment demonstrated; conduct; and attendance. In addition to ratings based upon individual factors such as those named above, a final rating shall be made on each evaluation report which shall represent an aggregate overall rating of the employee's performance during the rating period.
Exhibit B
27 All evaluation reports must be completed by the employee's immediate supervisor, reviewed by the next higher level manager and approved by the executive manager or as otherwise determined by the department head. Following review and approval of the report, a copy shall be made available to the employee and discussed with them by the immediate supervisor and such other manager whose participation would be appropriate and beneficial to the discussion. Upon review with the employee, the final report shall be submitted to Human Resources, with the original to be retained in the employee's personnel file. Employees who disagree with the evaluation have the right to submit a reasonable amount of relevant rebuttal material to be filed with the evaluation.
The primary purpose of the evaluation report is to provide both the employee and department management with a current assessment of the individual's development.
These performance ratings shall also be utilized for:
A. Determining the fitness for appointment to regular status.
B. Determining advancement to higher steps in the wage range.
C. As a guide in awarding promotions.
D. As a record in matters involving disciplinary action.
E. As the determining factor in effecting layoffs where seniority is equal among two or more employees.
F. Determining eligibility for reinstatement.
DENIAL OF STEP INCREASE:
If a written evaluation does not support a continued acceptable effort, an individual may be denied a step increase by the executive manager or their designee. At that time, a specific program of progress shall be developed to bring the employee's performance to acceptable levels.
An employee whose step increase has been denied because of substandard performance shall be reevaluated quarterly until an acceptable level of performance is achieved or the employee is otherwise disciplined or terminated pursuant to the personnel rules. If the employee's performance reaches an acceptable level, their step increase shall then be granted.
Exhibit B
28 28. GRIEVANCE PROCEDURE
PURPOSE:
A. This grievance procedure shall be the exclusive process to resolve grievances as the term is defined herein below.
B. The purpose of this procedure is:
1. To resolve grievances informally at the lowest possible level.
2. To provide an orderly procedure for reviewing and resolving grievances promptly.
DEFINITIONS:
A. "Grievance" means a complaint by an employee or group of employees concerning the interpretation or application of the provisions of this Agreement, rules or regulations, resolutions, or ordinances governing personnel practices or terms and conditions of employment which have not been resolved satisfactorily in an informal manner between the employee and their immediate supervisor.
B. As used in this procedure the term "immediate supervisor" means the individual so designated by City management who assigns, reviews, and directs the work of an employee.
TIME LIMITS:
Each party involved in a grievance shall act quickly so that the grievance may be resolved promptly. Every effort should be made to complete action with the time limits contained in the grievance procedure, but with the written consent of all parties the time limitations for any step may be extended.
STEP 1:
The grievance shall initially be personally discussed between the employee and their immediate supervisor. Within seven (7) days, the immediate supervisor shall give their decision or response.
STEP 2:
A. If the grievance is not informally resolved to the satisfaction of the grievant in step 1, a formal grievance may be initiated. A formal grievance must be initiated no later than:
Exhibit B
29 1. Thirty (30) days after the event of circumstances occasioning the grievance; or
2. Within seven (7) calendar days of the step 1 decision rendered in the informal grievance procedure, whichever is later.
B. However, if the step 1 informal grievance procedure is not initiated within the period specified in subsection 1 above, the period in which to bring the grievance shall not be extended by subsection 2.
C. A step 2 grievance shall be initiated in writing on a form prescribed by the City and shall be filed with the persons designated by the City management as the first level of appeal. The employee may be represented by a representative of their choice.
D. The grievant shall cite the specific provision(s) of the then currently effective memorandum of understanding, ordinance, resolution, or written rule claimed to have been violated, set forth the facts that purportedly constitute such violation, and the specific remedy sought.
E. Within seven (7) days after the initiation of the step 2 grievance, the first level of appeal shall investigate the grievance, and give their decision in writing to the grievant.
STEP 3:
A. If the grievant is not satisfied with the decision rendered pursuant to step 2, they may appeal the decision within seven (7) days to the city manager or designated representative. The employee may be represented by a representative of their choice.
B. The city manager or designated representative shall respond in writing within fourteen (14) days to the grievant. If the city manager or designated representative determines it is desirable, they shall hold conference(s) or otherwise investigate the matter.
STEP 4:
A. If the grievant is not satisfied with the decision rendered pursuant to step 3, they may appeal the decision within fourteen (14) days to the City Council. The employee may be represented by a representative of their choice.
B. The determination of the City Council shall be the final and binding step of the grievance procedure.
Exhibit B
30 29. ALTERNATIVE DISPUTE RESOLUTION PROCESS
As an alternative to step 4 of the grievance procedure and disciplinary appeals to the City Council, including termination appeals, employees may elect the following dispute resolution procedure. This procedure shall involve use on an outside hearing officer who shall have final and binding authority to settle the dispute as set forth below.
A. Upon election of the hearing officer option; the City and the employee (or the employee’s representative) shall attempt to mutually agree on an impartial hearing officer. Should the parties fail to reach agreement on selection of a hearing officer within fifteen (15) days, they shall jointly request a list of five qualified hearing officers from the California State Mediation and Conciliation Service. If the mutual selection cannot be made from the list received within five (5) days, the parties shall select the hearing officer by alternatively striking names until only one name remains; that person shall serve as the hearing officer. The party which strikes the first name from the list of hearing officers shall be determined by a toss of a coin.
B. In cases where the employee elects the hearing officer option, the City shall bear the cost of the hearing officer. Each side shall bear its own cost of representation, including preparation and post-hearing briefs, if any.
C. Decisions by hearing officers on matters properly before them shall be final and binding on the parties to the extent permitted by law. No hearing officer shall hear, decide, or make recommendations on any dispute unless the dispute involves matters within the definition of grievances set forth in the Memorandum of Understanding or discipline as defined by the City's personnel rules.
D. Advisory decisions of the hearing officer involving appeals of termination actions may be reheard by the City Council within 60 days of the decision if the Council finds by simple majority vote, that the hearing officer exceeded their authority or, the decision does not properly interpret the MOU or the submissions of the parties.
E. No hearing officer shall have the power to amend or modify this Memorandum of Understanding or a law, ordinance, resolution, regulation, or rule which is in the authority of the City Council or other legislative body or to establish any new terms and conditions of employment. Any order of a hearing officer not involving an appeal from discipline requiring a City expenditure of more than $15,000 shall require the approval of the City Council and shall have no force and effect until and unless such Council approval is given. If the City Council does not approve an award pursuant to this section, it shall rehear the matter and issue its own decision on the merits.
Exhibit B
31 F. Election of the hearing officer is in lieu of all other City appeals processes.
30. CONTRACTING OUT
If the City intends to contract out work that is currently and customarily performed by employees in the bargaining unit, the City shall comply with the requirements of Government Code section 3505.4 (AB 339), as may be amended from time to time.
Nothing in this section shall be construed to limit the rights of the City Council to contract outside work in its sole discretion.
31. MANAGEMENT RIGHTS
All management rights and functions, except those which are clearly and expressly limited in this Memorandum of Understanding, shall remain vested exclusively in the employer.
It is expressly recognized merely by way of illustration and not by way of limitation that such rights and functions include, but are not limited to:
1. Manage the City.
2. Schedule working hours.
3. Establish, modify, or change work schedules or standards.
4. Institute changes in procedures.
5. Direct the work force, including the right to hire, promote, demote, transfer, suspend, discipline, or discharge any employee.
6. Determine the location of any new facilities, buildings, departments, divisions, or subdivisions thereof, and the relocation, sale, leasing or closing of facilities, departments, divisions, or subdivisions thereof.
7. Determine services to be rendered.
8. Determine the layout of buildings and equipment and materials to be used therein.
9. Determine processes, techniques, methods, and means of performing work.
10. Determine the size and characteristics of the workforce.
11. Determine financial policy including accounting procedure.
12. Determine the administrative organization of the system.
13. Determine selection, promotion, or transfer of employees.
14. Determine the allocation and assignment of work to employees.
15. Determine policy affecting the selection of new employees.
16. Determine the establishment of quality and quantity standards and the judgment of quality and quantity of work required.
17. Determine administration of discipline.
18. Determine control and use of City property, materials, and equipment.
19. Schedule work periods and determine the number and duration of work periods.
20. Establish, modify, eliminate, or enforce rules and regulations.
21. Place work with outside firms.
Exhibit B
32 22. Determine the kinds and numbers of personnel necessary.
23. Determine the methods and means by which such operations are to be conducted.
24. Required employees, where necessary, to take in service training courses during working hours.
25. Determine duties to be included in any job classification.
26. Determine the necessity of overtime and the amount of overtime required.
27. Take any necessary action to carry out the mission of the department in cases of an emergency.
28. Prescribe a uniform dress to be worn by designated employees.
32. NO STRIKE
The union agrees that during the term of this memorandum of understanding neither it or the employees it represents will engage in, encourage, sanction, support, or suggest any: (1) strikes, (2) slowdowns, (3) mass resignations, (4) mass absenteeism, (5) picketing which would involve suspension of or interference with normal work of the department or other City departments, or (6) any other similar actions which would involve suspension of or interference with the normal work of the department or other City departments.
33. MILEAGE
The City will pay that amount specified by the Internal Revenue Service as the appropriate mileage reimbursement rate.
34. STOLEN PROPERTY
Employees required by the City to use personal property in the course of the performance of their duties shall be reimbursed by the City for the loss of such property if stolen from City premises. Employees wishing to be reimbursed for stolen property shall file standard claims with the City. Reimbursement shall not be made if the property is stolen due to the negligence of the employee.
35. PERSONNEL RULES
The parties agree that the MOU supersedes the Personnel Rules in the event of a conflict between their provisions.
36. GRADUATED PERSONNEL COST REDUCTION PLAN
The Graduated Personnel Cost Reduction Plan is an established personnel policy, as approved by City Resolution 20-138. If in conflict with this memorandum of understanding, the Graduated Personnel Cost Reduction Plan shall govern.
Exhibit B
33 37. SAFETY
The City and union agree that the City's safety program and related training issues shall be governed by the provisions of SB 198.
38. PERSONNEL FILES
There shall be only one official personnel file for each employee in the service of the City, and this file shall be maintained by Human Resources. These records will be retained in accordance with legal requirements and appropriate administrative policy. An employee shall have access to their personnel file during normal office hours providing the request is reasonable and is made at a time previously approved by the employee's immediate supervisor. No adverse material will be placed in an employee’s personnel file without prior notice and a copy given to the employee. Employees may attach their response to any adverse material inserted in their personnel files.
39. FULL UNDERSTANDING
A. It is intended that this Agreement sets forth the full and entire understanding of the parties regarding the matters set forth herein and all other topics subject to meet and confer, and therefore any other prior to existing understanding or agreement by the parties, whether formal or informal, written, or unwritten, regarding such matters are hereby superseded or terminated in their entirety.
B. It is agreed and understood that during the negotiations which culminated in this Agreement each party enjoyed and exercised without restraint, except as provided by law, the right and opportunity to make demands and proposals or counterproposals with respect to any matter subject to meet and confer and that the understandings and agreement arrived at after the exercise of that right are set forth in this Agreement. The parties agree, therefore, that the other shall not be required to negotiate with respect to any subject or matter, whether referred to or not in this Agreement.
C. Any agreement, alteration, understanding, waiver, or modification of any of the terms or provisions contained in this Agreement shall not be binding on the parties unless made and signed in writing by all of the parties to this Agreement, and if required, approved, and implemented by the City Council.
D. The waiver of any breach, term, or condition of this Agreement by either party shall not constitute a precedent in the future enforcement of all its terms and provisions.
Exhibit B
34 City of El Paso de Robles Service Employees International Union, Local 620
Chris Huot, City Manager Aaron Borden
Brian England
Jessica Ferguson
Jared Pickens
Lovella Walker
Nicole Bryant
Exhibit B
35 40. APPENDIX A – WAGE TABLES
EFFECTIVE JANUARY 4, 2026
Grade Classification 1 2 3 4 5
S10 Airport Maintenance Technician I Hourly 25.24 26.50 27.76 29.02 30.29 Facilities Maintenance Technician I Bi-Weekly 2,019.20 2,120.00 2,220.80 2,321.60 2,423.20 Landscape Maintenance Technician I Annually 52,499.20 55,120.00 57,740.80 60,361.60 63,003.20 Parks and Trails Maintenance Specialist I
Streets Maintenance Technician I
S15 Library Services Assistant Hourly 27.26 28.62 29.98 31.35 32.71 Recreation Services Assistant Bi-Weekly 2,180.80 2,289.60 2,398.40 2,508.00 2,616.80 Utility Billing Customer Service
Representative
Annually 56,700.80 59,529.60 62,358.40 65,208.00 68,036.80 Wastewater Collections Operator I
Water Distribution Operator I
S20 Accounting Specialist Hourly 28.62 30.05 31.48 32.91 34.34 Administrative Assistant Bi-Weekly 2,289.60 2,404.00 2,518.40 2,632.80 2,747.20 Airport Maintenance Technician II Annually 59,529.60 62,504.00 65,478.40 68,452.80 71,427.20 Facilities Maintenance Technician II
Landscape Maintenance Technician II
Parks and Trails Maintenance Specialist II
Streets Maintenance Technician II
Water Quality Technician I
S25 Community Services Officer Hourly 30.05 31.55 33.06 34.56 36.06 Lead Library Services Assistant Bi-Weekly 2,404.00 2,524.00 2,644.80 2,764.80 2,884.80 Lead Recreation Services Assistant Annually 62,504.00 65,624.00 68,764.80 71,884.80 75,004.80 Police Records Technician
S30 Executive Assistant Hourly 30.85 32.78 34.71 36.64 38.56 Lead Airport Maintenance Technician Bi-Weekly 2,468.00 2,622.40 2,776.80 2,931.20 3,084.80 Lead Facilities Maintenance Technician Annually 64,168.00 68,182.40 72,196.80 76,211.20 80,204.80 Lead Landscape Maintenance Technician
Lead Parks and Trails Maintenance
Specialist
Lead Streets Maintenance Technician
Exhibit B
36 Grade Classification 1 2 3 4 5
S35 Aquatics Coordinator Hourly 32.40 34.42 36.44 38.47 40.49 Laboratory Technician I Bi-Weekly 2,592.00 2,753.60 2,915.20 3,077.60 3,239.20 Library Services Coordinator Annually 67,392.00 71,593.60 75,795.20 80,017.60 84,219.20 Mechanic
Permit Technician
Wastewater Collections Operator II
Wastewater Treatment Plant Operator I
Water Distribution Operator II
Water Quality Technician II
Water Treatment Operator I
S40 Assistant Planner Hourly 34.34 36.48 38.63 40.78 42.92 Building Inspector I Bi-Weekly 2,747.20 2,918.40 3,090.40 3,262.40 3,433.60 Crime Analyst Annually 71,427.20 75,878.40 80,350.40 84,822.40 89,273.60 Engineering Inspector I
Information Technology Technician
Librarian
Recreation Program Coordinator
Stormwater Inspector I
S45 Police Officer Recruit Hourly 38.63
Bi-Weekly 3,090.40
Annually 80,350.40
S50 Laboratory Technician II Hourly 36.40 38.67 40.95 43.22 45.50 Lead Wastewater Collections Operator Bi-Weekly 2,912.00 3,093.60 3,276.00 3,457.60 3,640.00 Police Records Supervisor Annually 75,712.00 80,433.60 85,176.00 89,897.60 94,640.00 Wastewater Treatment Plant
Maintenance Specialist
Wastewater Treatment Plant Operator II
Water Distribution Operator III
Water Treatment Operator II
S55 Facilities Supervisor Hourly 37.74 40.58 43.41 46.24 49.07 Fire Prevention Specialist I Bi-Weekly 3,019.20 3,246.40 3,472.80 3,699.20 3,925.60 Fleet Supervisor Annually 78,499.20 84,406.40 90,292.80 96,179.20 102,065.60 Landscape Supervisor
Parks and Trails Supervisor
Pretreatment Coordinator
Streets Supervisor
Utility Billing Supervisor
Exhibit B
37 Grade Classification 1 2 3 4 5
S60 Building Inspector II Hourly 40.01 43.01 46.01 49.01 52.01 Engineering Inspector II Bi-Weekly 3,200.80 3,440.80 3,680.80 3,920.80 4,160.80 Fire Prevention Specialist II Annually 83,220.80 89,460.80 95,700.80 101,940.80 108,180.80 Lead Wastewater Treatment Plant
Operator
Senior Information Technology
Technician
Stormwater Inspector II
S65 Accounting Supervisor Hourly 42.41 45.59 48.77 51.95 55.13 Wastewater Collections Supervisor Bi-Weekly 3,392.80 3,647.20 3,901.60 4,156.00 4,410.40 Water Chief Plant Operator Annually 88,212.80 94,827.20 101,441.60 108,056.00 114,670.40 Water Distribution Chief Operator
S70 Laboratory Supervisor Hourly 45.38 48.78 52.18 55.59 58.99 Wastewater Chief Plant Operator Bi-Weekly 3,630.40 3,902.40 4,174.40 4,447.20 4,719.20 Water Quality Supervisor Annually 94,390.40 101,462.40 108,534.40 115,627.20 122,699.20 S75 Water Distribution Supervisor Hourly 48.10 51.71 55.32 58.92 62.53 Bi-Weekly 3,848.00 4,136.80 4,425.60 4,713.60 5,002.40
Annually 100,048.00 107,556.80 115,065.60 122,553.60 130,062.40 EFFECTIVE JANUARY 3, 2027
Grade Classification 1 2 3 4 5
S10 Airport Maintenance Technician I Hourly 25.74 27.03 28.32 29.60 30.90 Facilities Maintenance Technician I Bi-Weekly 2,059.20 2,162.40 2,265.60 2,368.00 2,472.00 Landscape Maintenance Technician I Annually 53,539.20 56,222.40 58,905.60 61,568.00 64,272.00 Parks and Trails Maintenance Specialist I
Streets Maintenance Technician I
S15 Library Services Assistant Hourly 27.81 29.19 30.58 31.98 33.36 Recreation Services Assistant Bi-Weekly 2,224.80 2,335.20 2,446.40 2,558.40 2,668.80 Utility Billing Customer Service
Representative
Annually 57,844.80 60,715.20 63,606.40 66,518.40 69,388.80 Wastewater Collections Operator I
Water Distribution Operator I
S20 Accounting Specialist Hourly 29.19 30.65 32.11 33.57 35.03 Administrative Assistant Bi-Weekly 2,335.20 2,452.00 2,568.80 2,685.60 2,802.40 Airport Maintenance Technician II Annually 60,715.20 63,752.00 66,788.80 69,825.60 72,862.40 Facilities Maintenance Technician II
Landscape Maintenance Technician II
Parks and Trails Maintenance Specialist II
Streets Maintenance Technician II
Water Quality Technician I
Exhibit B
38 Grade Classification 1 2 3 4 5
S25 Community Services Officer Hourly 30.65 32.18 33.72 35.25 36.78 Lead Library Services Assistant Bi-Weekly 2,452.00 2,574.40 2,697.60 2,820.00 2,942.40 Lead Recreation Services Assistant Annually 63,752.00 66,934.40 70,137.60 73,320.00 76,502.40 Police Records Technician
S30 Executive Assistant Hourly 31.47 33.44 35.40 37.37 39.33 Lead Airport Maintenance Technician Bi-Weekly 2,517.60 2,675.20 2,832.00 2,989.60 3,146.40 Lead Facilities Maintenance Technician Annually 65,457.60 69,555.20 73,632.00 77,729.60 81,806.40 Lead Landscape Maintenance Technician
Lead Parks and Trails Maintenance
Specialist
Lead Streets Maintenance Technician
S35 Aquatics Coordinator Hourly 33.05 35.11 37.17 39.24 41.30 Laboratory Technician I Bi-Weekly 2,644.00 2,808.80 2,973.60 3,139.20 3,304.00 Library Services Coordinator Annually 68,744.00 73,028.80 77,313.60 81,619.20 85,904.00 Mechanic
Permit Technician
Wastewater Collections Operator II
Wastewater Treatment Plant Operator I
Water Distribution Operator II
Water Quality Technician II
Water Treatment Operator I
S40 Assistant Planner Hourly 35.03 37.21 39.40 41.60 43.78 Building Inspector I Bi-Weekly 2,802.40 2,976.80 3,152.00 3,328.00 3,502.40 Crime Analyst Annually 72,862.40 77,396.80 81,952.00 86,528.00 91,062.40 Engineering Inspector I
Information Technology Technician
Librarian
Recreation Program Coordinator
Stormwater Inspector I
S45 Police Officer Recruit Hourly 39.40
Bi-Weekly 3,152.00
Annually 81,952.00
S50 Laboratory Technician II Hourly 37.13 39.44 41.77 44.08 46.41 Lead Wastewater Collections Operator Bi-Weekly 2,970.40 3,155.20 3,341.60 3,526.40 3,712.80 Police Records Supervisor Annually 77,230.40 82,035.20 86,881.60 91,686.40 96,532.80 Wastewater Treatment Plant
Maintenance Specialist
Wastewater Treatment Plant Operator II
Water Distribution Operator III
Water Treatment Operator II
Exhibit B
39 Grade Classification 1 2 3 4 5
S55 Facilities Supervisor Hourly 38.49 41.39 44.28 47.16 50.05 Fire Prevention Specialist I Bi-Weekly 3,079.20 3,311.20 3,542.40 3,772.80 4,004.00 Fleet Supervisor Annually 80,059.20 86,091.20 92,102.40 98,092.80 104,104.00 Landscape Supervisor
Parks and Trails Supervisor
Pretreatment Coordinator
Streets Supervisor
Utility Billing Supervisor
S60 Building Inspector II Hourly 40.81 43.87 46.93 49.99 53.05 Engineering Inspector II Bi-Weekly 3,264.80 3,509.60 3,754.40 3,999.20 4,244.00 Fire Prevention Specialist II Annually 84,884.80 91,249.60 97,614.40 103,979.20 110,344.00 Lead Wastewater Treatment Plant
Operator
Senior Information Technology
Technician
Stormwater Inspector II
S65 Accounting Supervisor Hourly 43.26 46.50 49.75 52.99 56.23 Wastewater Collections Supervisor Bi-Weekly 3,460.80 3,720.00 3,980.00 4,239.20 4,498.40 Water Chief Plant Operator Annually 89,980.80 96,720.00 103,480.00 110,219.20 116,958.40 Water Distribution Chief Operator
S70 Laboratory Supervisor Hourly 46.29 49.76 53.22 56.70 60.17 Wastewater Chief Plant Operator Bi-Weekly 3,703.20 3,980.80 4,257.60 4,536.00 4,813.60 Water Quality Supervisor Annually 96,283.20 103,500.80 110,697.60 117,936.00 125,153.60 S75 Water Distribution Supervisor Hourly 49.06 52.74 56.43 60.10 63.78 Bi-Weekly 3,924.80 4,219.20 4,514.40 4,808.00 5,102.40
Annually 102,044.80 109,699.20 117,374.40 125,008.00 132,662.40 EFFECTIVE JANUARY 2, 2028
Grade Classification 1 2 3 4 5
S10 Airport Maintenance Technician I Hourly 26.25 27.57 28.89 30.19 31.52 Facilities Maintenance Technician I Bi-Weekly 2,100.00 2,205.60 2,311.20 2,415.20 2,521.60 Landscape Maintenance Technician I Annually 54,600.00 57,345.60 60,091.20 62,795.20 65,561.60 Parks and Trails Maintenance Specialist I
Streets Maintenance Technician I
S15 Library Services Assistant Hourly 28.37 29.77 31.19 32.62 34.03 Recreation Services Assistant Bi-Weekly 2,269.60 2,381.60 2,495.20 2,609.60 2,722.40 Utility Billing Customer Service
Representative
Annually 59,009.60 61,921.60 64,875.20 67,849.60 70,782.40 Wastewater Collections Operator I
Water Distribution Operator I
Exhibit B
40 Grade Classification 1 2 3 4 5
S20 Accounting Specialist Hourly 29.77 31.26 32.75 34.24 35.73 Administrative Assistant Bi-Weekly 2,381.60 2,500.80 2,620.00 2,739.20 2,858.40 Airport Maintenance Technician II Annually 61,921.60 65,020.80 68,120.00 71,219.20 74,318.40 Facilities Maintenance Technician II
Landscape Maintenance Technician II
Parks and Trails Maintenance Specialist II
Streets Maintenance Technician II
Water Quality Technician I
S25 Community Services Officer Hourly 31.26 32.82 34.39 35.96 37.52 Lead Library Services Assistant Bi-Weekly 2,500.80 2,625.60 2,751.20 2,876.80 3,001.60 Lead Recreation Services Assistant Annually 65,020.80 68,265.60 71,531.20 74,796.80 78,041.60 Police Records Technician
S30 Executive Assistant Hourly 32.10 34.11 36.11 38.12 40.12 Lead Airport Maintenance Technician Bi-Weekly 2,568.00 2,728.80 2,888.80 3,049.60 3,209.60 Lead Facilities Maintenance Technician Annually 66,768.00 70,948.80 75,108.80 79,289.60 83,449.60 Lead Landscape Maintenance Technician
Lead Parks and Trails Maintenance
Specialist
Lead Streets Maintenance Technician
S35 Aquatics Coordinator Hourly 33.71 35.81 37.91 40.02 42.13 Laboratory Technician I Bi-Weekly 2,696.80 2,864.80 3,032.80 3,201.60 3,370.40 Library Services Coordinator Annually 70,116.80 74,484.80 78,852.80 83,241.60 87,630.40 Mechanic
Permit Technician
Wastewater Collections Operator II
Wastewater Treatment Plant Operator I
Water Distribution Operator II
Water Quality Technician II
Water Treatment Operator I
S40 Assistant Planner Hourly 35.73 37.95 40.19 42.43 44.66 Building Inspector I Bi-Weekly 2,858.40 3,036.00 3,215.20 3,394.40 3,572.80 Crime Analyst Annually 74,318.40 78,936.00 83,595.20 88,254.40 92,892.80 Engineering Inspector I
Information Technology Technician
Librarian
Recreation Program Coordinator
Stormwater Inspector I
S45 Police Officer Recruit Hourly 40.19
Bi-Weekly 3,215.20
Annually 83,595.20
Exhibit B
41 Grade Classification 1 2 3 4 5
S50 Laboratory Technician II Hourly 37.87 40.23 42.61 44.96 47.34 Lead Wastewater Collections Operator Bi-Weekly 3,029.60 3,218.40 3,408.80 3,596.80 3,787.20 Police Records Supervisor Annually 78,769.60 83,678.40 88,628.80 93,516.80 98,467.20 Wastewater Treatment Plant
Maintenance Specialist
Wastewater Treatment Plant Operator II
Water Distribution Operator III
Water Treatment Operator II
S55 Facilities Supervisor Hourly 39.26 42.22 45.17 48.10 51.05 Fire Prevention Specialist I Bi-Weekly 3,140.80 3,377.60 3,613.60 3,848.00 4,084.00 Fleet Supervisor Annually 81,660.80 87,817.60 93,953.60 100,048.00 106,184.00 Landscape Supervisor
Parks and Trails Supervisor
Pretreatment Coordinator
Streets Supervisor
Utility Billing Supervisor
S60 Building Inspector II Hourly 41.63 44.75 47.87 50.99 54.11 Engineering Inspector II Bi-Weekly 3,330.40 3,580.00 3,829.60 4,079.20 4,328.80 Fire Prevention Specialist II Annually 86,590.40 93,080.00 99,569.60 106,059.20 112,548.80 Lead Wastewater Treatment Plant
Operator
Senior Information Technology
Technician
Stormwater Inspector II
S65 Accounting Supervisor Hourly 44.13 47.43 50.75 54.05 57.35 Wastewater Collections Supervisor Bi-Weekly 3,530.40 3,794.40 4,060.00 4,324.00 4,588.00 Water Chief Plant Operator Annually 91,790.40 98,654.40 105,560.00 112,424.00 119,288.00 Water Distribution Chief Operator
S70 Laboratory Supervisor Hourly 47.22 50.76 54.28 57.83 61.37 Wastewater Chief Plant Operator Bi-Weekly 3,777.60 4,060.80 4,342.40 4,626.40 4,909.60 Water Quality Supervisor Annually 98,217.60 105,580.80 112,902.40 120,286.40 127,649.60 S75 Water Distribution Supervisor Hourly 50.04 53.79 57.56 61.30 65.06 Bi-Weekly 4,003.20 4,303.20 4,604.80 4,904.00 5,204.80
Annually 104,083.20 111,883.20 119,724.80 127,504.00 135,324.80
Exhibit C
SIDE LETTER OF AGREEMENT BETWEEN THE CITY OF EL PASO DE ROBLES
AND THE PASO ROBLES POLICE ASSOCIATION
This side letter of agreement modifies the existing Memorandum of Understanding (MOU) between the City of El Paso de Robles (“City”) and the Paso Robles Police Association (POA) for the period of January 1, 2026, through December 31, 2028. Except as modified below, all other terms of the POA MOU shall remain unchanged.
15. INSURANCE
A. Health Insurance
Employees may enroll in any medical plan offered through CalPERS.
Effective January 1, 2026, the City shall contribute up to the following maximum monthly amounts:
Coverage Level Maximum City Contribution
Employee Only $956.28
Employee + 1 Dependent $1,721.30
Employee + 2 or More Dependents $2,113.38
For plan years 2027, 2028, and 2029, the City shall increase its monthly healthcare contribution by the same percentage as the premium increase for the lowest-cost PPO medical plan provided by CalPERS in zip code 93446 that is available to members, not to exceed 5% annually. (E.g., if the premium for the lowest cost plan available to members increases by 4%, the City’s contribution will also increase by 4%).
These amounts are inclusive of the CalPERS minimum medical insurance contribution. The balance is designated as a cafeteria plan contribution.
Conditional Opt Out: Employees who elect to waive CalPERS medical coverage and provide evidence of other group medical insurance that provides minimum essential coverage for themselves and all family members (for whom they reasonably expect to claim a personal exemption deduction for the taxable year) will qualify to receive a cash payment of $300 per month. Coverage in the individual market, whether or not from the insurance marketplace (such as Covered California), will not qualify for the opt out payment. Employees must submit proof of qualifying coverage and the opt-out attestation prior to the beginning of each calendar year. Failure to provide updated documentation and an attestation shall result in termination of the opt-out payment.
Exhibit C
16. LEAVES
A. Vacation
Vacation leave shall accrue based on years of continuous service in accordance with the following schedule:
Years of Service
Hours Accrued per
Completed Pay Period
Hours Accrued per
Year
0 – 2.9 3.0771 80.00
3 – 4.9 3.6923 96.00
5 – 6.9 4.3076 112.00
7 – 8.9 4.9230 128.00
9 – 10.9 5.5384 144.00
11+ 6.1538 160.00
Employees who are hired or separate from the City mid-pay period shall receive prorated leave accruals based on the number of hours worked during that pay period.
Employees hired on or after January 1, 2020, and not transferring from another City bargaining unit, shall be front-loaded forty (40) hours of vacation leave for use during their first six (6) months of employment. After the completion of six (6) months of employment, vacation leave shall accrue in accordance with the provisions of this chapter. Employees who separate from City employment within six (6) months of hire shall repay the City for any vacation leave used in excess of the amount they would have accrued under normal accrual rules.
Effective February 1, 2016, two vacation banks were established as follows:
Historical Bank: Includes all hours accrued as of February 1, 2016, which remain available until used or paid out.
New Bank: Includes all hours accrued on or after February 1, 2016. Accruals shall cease when the total balance reaches two times the employee's annual accrual maximum.
City of El Paso de Robles Paso Robles Police Association Chris Huot, City Manager Brett Lowe
Date Date
Exhibit D
AMENDMENT OF THE CITY OF EL PASO DE ROBLES UNREPRESENTED, CONFIDENTIAL,
PROFESSIONAL & MANAGEMENT GROUP WAGE AND BENEFIT SUMMARY This amendment modifies the existing Wage and Benefit Summary (Summary) for the Unrepresented, Confidential, Professional & Management (MGMT) Group for the period of January 1, 2026, through December 31, 2028. Except as modified below, all other terms of the MGMT Summary shall remain unchanged.
11. INSURANCE
A. Health Insurance
Employees may enroll in any medical plan offered through CalPERS.
Effective January 1, 2026, the City shall contribute up to the following maximum monthly amounts:
Coverage Level Maximum City Contribution
Employee Only $956.28
Employee + 1 Dependent $1,721.30
Employee + 2 or More Dependents $2,113.38
For plan years 2027, 2028, and 2029, the City shall increase its monthly healthcare contribution by the same percentage as the premium increase for the lowest-cost PPO medical plan provided by CalPERS in zip code 93446 that is available to all MGMT employees, not to exceed 5% annually. (E.g., if the premium for the lowest cost plan available to members increases by 4%, the City’s contribution will also increase by 4%).
These amounts are inclusive of the CalPERS minimum medical insurance contribution. The balance is designated as a cafeteria plan contribution.
Conditional Opt Out: Employees who elect to waive CalPERS medical coverage and provide evidence of other group medical insurance that provides minimum essential coverage for themselves and all family members (for whom they reasonably expect to claim a personal exemption deduction for the taxable year) will qualify to receive a cash payment of $300 per month. Coverage in the individual market, whether or not from the insurance marketplace (such as Covered California), will not qualify for the opt out payment. Employees must submit proof of qualifying coverage and the opt-out attestation prior to the beginning of each calendar year. Failure to provide updated documentation and an attestation shall result in termination of the opt-out payment.
Exhibit D
City of El Paso de Robles
Chris Huot, City Manager
Date
City of Paso Robles Wage Schedule
Adopted: January 14, 2026
Effective Date: January 4, 2026
Exhibit E
Full-Time Classifications
Title Group Range
Step 1
Hourly
Step 2
Hourly
Step 3
Hourly
Step 4
Hourly
Step 5
Hourly
Step 1
Annually
Step 2
Annually
Step 3
Annually
Step 4
Annually
Step 5
Annually
Accounting Specialist SEIU S20 28.62 30.05 31.48 32.91 34.34 59,529.60 62,504.00 65,478.40 68,452.80 71,427.20 Accounting Supervisor SEIU S65 42.41 45.59 48.77 51.95 55.13 88,212.80 94,827.20 101,441.60 108,056.00 114,670.40 Administrative Assistant SEIU S20 28.62 30.05 31.48 32.91 34.34 59,529.60 62,504.00 65,478.40 68,452.80 71,427.20 Administrative Fire Captain IAFF I95 59.76 63.43 67.35 71.52 75.90 124,300.80 131,934.40 140,088.00 148,761.60 157,872.00 Administrative Services Director MGMT M195 81.19 86.26 91.34 96.41 101.49 168,875.20 179,420.80 189,987.20 200,532.80 211,099.20 Airport Maintenance Technician I SEIU S10 25.24 26.50 27.76 29.02 30.29 52,499.20 55,120.00 57,740.80 60,361.60 63,003.20 Airport Maintenance Technician II SEIU S20 28.62 30.05 31.48 32.91 34.34 59,529.60 62,504.00 65,478.40 68,452.80 71,427.20 Airport Manager MGMT M160 56.10 60.31 64.52 68.73 72.94 116,688.00 125,444.80 134,201.60 142,958.40 151,715.20 Aquatics Coordinator SEIU S35 32.40 34.42 36.44 38.47 40.49 67,392.00 71,593.60 75,795.20 80,017.60 84,219.20 Assistant Capital Projects Manager MGMT M145 45.38 48.78 52.18 55.59 58.99 94,390.40 101,462.40 108,534.40 115,627.20 122,699.20 Assistant City Manager MGMT M195 81.19 86.26 91.34 96.41 101.49 168,875.20 179,420.80 189,987.20 200,532.80 211,099.20 Assistant Human Resources/Risk Manager MGMT M150 48.10 51.71 55.32 58.92 62.53 100,048.00 107,556.80 115,065.60 122,553.60 130,062.40 Assistant Planner SEIU S40 34.34 36.48 38.63 40.78 42.92 71,427.20 75,878.40 80,350.40 84,822.40 89,273.60 Associate Planner MGMT M140 40.01 43.01 46.01 49.01 52.01 83,220.80 89,460.80 95,700.80 101,940.80 108,180.80 Battalion Chief/Fire Marshal MGMT M175 68.73 73.89 79.04 84.20 89.35 142,958.40 153,691.20 164,403.20 175,136.00 185,848.00 Building Inspector I SEIU S40 34.34 36.48 38.63 40.78 42.92 71,427.20 75,878.40 80,350.40 84,822.40 89,273.60 Building Inspector II SEIU S60 40.01 43.01 46.01 49.01 52.01 83,220.80 89,460.80 95,700.80 101,940.80 108,180.80 Capital Projects Engineer MGMT M160 56.10 60.31 64.52 68.73 72.94 116,688.00 125,444.80 134,201.60 142,958.40 151,715.20 Chief Building Official MGMT M170 64.23 69.05 73.87 78.69 83.50 133,598.40 143,624.00 153,649.60 163,675.20 173,680.00 City Clerk MGMT M155 51.95 55.84 59.74 63.64 67.53 108,053.00 116,157.00 124,261.00 132,365.00 140,469.00 City Manager CM CMA 129.33 - - - 129.33 269,000.00 - - - 269,000.00 City Planner MGMT M170 64.23 69.05 73.87 78.69 83.50 133,598.40 143,624.00 153,649.60 163,675.20 173,680.00 Community Development Director MGMT M195 81.19 86.26 91.34 96.41 101.49 168,875.20 179,420.80 189,987.20 200,532.80 211,099.20 Community Services Director MGMT M195 81.19 86.26 91.34 96.41 101.49 168,875.20 179,420.80 189,987.20 200,532.80 211,099.20 Community Services Officer SEIU S25 30.05 31.55 33.06 34.56 36.06 62,504.00 65,624.00 68,764.80 71,884.80 75,004.80 Crime Analyst SEIU S40 34.34 36.48 38.63 40.78 42.92 71,427.20 75,878.40 80,350.40 84,822.40 89,273.60 Deputy Building Official MGMT M155 51.95 55.84 59.74 63.64 67.53 108,056.00 116,147.20 124,259.20 132,371.20 140,462.40 Deputy Community Development Director/City Engineer MGMT M190 73.54 79.06 84.57 90.09 95.60 152,963.20 164,444.80 175,905.60 187,387.20 198,848.00 Deputy Fire Chief MGMT M195 81.19 86.26 91.34 96.41 101.49 168,875.20 179,420.80 189,987.20 200,532.80 211,099.20 Deputy Police Chief MGMT M195 81.19 86.26 91.34 96.41 101.49 168,875.20 179,420.80 189,987.20 200,532.80 211,099.20 Development Services Manager MGMT M145 45.38 48.78 52.18 55.59 58.99 94,390.40 101,462.40 108,534.40 115,627.20 122,699.20 Dispatch Supervisor POA P105 41.73 44.28 46.98 49.86 52.91 86,789.82 92,095.64 97,728.54 103,709.32 110,056.70 Dispatcher POA P100 34.83 36.95 39.21 41.60 44.15 72,436.00 76,857.56 81,551.86 86,536.06 91,825.50 Economic Development Manager MGMT M155 51.95 55.84 59.74 63.64 67.53 108,056.00 116,147.20 124,259.20 132,371.20 140,462.40 Engineering Inspector I SEIU S40 34.34 36.48 38.63 40.78 42.92 71,427.20 75,878.40 80,350.40 84,822.40 89,273.60 Engineering Inspector II SEIU S60 40.01 43.01 46.01 49.01 52.01 83,220.80 89,460.80 95,700.80 101,940.80 108,180.80 Executive Assistant SEIU S30 30.85 32.78 34.71 36.64 38.56 64,168.00 68,182.40 72,196.80 76,211.20 80,204.80 Executive Assistant/Deputy City Clerk MGMT M130 34.34 36.48 38.63 40.78 42.92 71,427.20 75,878.40 80,350.40 84,822.40 89,273.60 Facilities Maintenance Technician I SEIU S10 25.24 26.50 27.76 29.02 30.29 52,499.20 55,120.00 57,740.80 60,361.60 63,003.20 Facilities Maintenance Technician II SEIU S20 28.62 30.05 31.48 32.91 34.34 59,529.60 62,504.00 65,478.40 68,452.80 71,427.20 Facilities Supervisor SEIU S55 37.74 40.58 43.41 46.24 49.07 78,499.20 84,406.40 90,292.80 96,179.20 102,065.60 Finance Manager MGMT M170 64.23 69.05 73.87 78.69 83.50 133,598.40 143,624.00 153,649.60 163,675.20 173,680.00
City of Paso Robles Wage Schedule
Adopted: January 14, 2026
Effective Date: January 4, 2026
Exhibit E
Fire Captain - 40 hour IAFF I91 55.33 58.73 62.36 66.22 70.28 115,086.40 122,158.40 129,708.80 137,737.60 146,182.40 Fire Captain* - 56 hour IAFF I90 39.52 41.95 44.54 47.30 50.20 115,082.24 122,158.40 129,700.48 137,737.60 146,182.40 Fire Chief MGMT M200 90.12 95.75 101.39 107.02 112.65 187,449.60 199,160.00 210,891.20 222,601.60 234,312.00 Fire Engineer - 40 hour IAFF I86 45.65 48.50 51.48 54.64 58.00 94,952.00 100,880.00 107,078.40 113,651.20 120,640.00 Fire Engineer* - 56 hour IAFF I85 32.61 34.64 36.77 39.03 41.43 94,960.32 100,871.68 107,074.24 113,655.36 120,644.16 Fire Prevention Specialist I SEIU S55 37.74 40.58 43.41 46.24 49.07 78,499.20 84,406.40 90,292.80 96,179.20 102,065.60 Fire Prevention Specialist II SEIU S60 40.01 43.01 46.01 49.01 52.01 83,220.80 89,460.80 95,700.80 101,940.80 108,180.80 Firefighter - 40 hour IAFF I81 39.51 41.97 44.55 47.29 50.20 82,180.80 87,297.60 92,664.00 98,363.20 104,416.00 Firefighter* - 56 hour IAFF I80 28.22 29.98 31.82 33.78 35.86 82,176.64 87,301.76 92,659.84 98,367.36 104,424.32 Fleet Supervisor SEIU S55 37.74 40.58 43.41 46.24 49.07 78,499.20 84,406.40 90,292.80 96,179.20 102,065.60 Geographic Information System Manager MGMT M145 45.38 48.78 52.18 55.59 58.99 94,390.40 101,462.40 108,534.40 115,627.20 122,699.20 Homeless Services Manager MGMT M155 51.95 55.84 59.74 63.64 67.53 108,056.00 116,147.20 124,259.20 132,371.20 140,462.40 Human Resources Specialist MGMT M135 36.40 38.67 40.95 43.22 45.50 75,712.00 80,433.60 85,176.00 89,897.60 94,640.00 Human Resources/Risk Manager MGMT M170 64.23 69.05 73.87 78.69 83.50 133,598.40 143,624.00 153,649.60 163,675.20 173,680.00 Information Technology Manager MGMT M170 64.23 69.05 73.87 78.69 83.50 133,598.40 143,624.00 153,649.60 163,675.20 173,680.00 Information Technology Technician SEIU S40 34.34 36.48 38.63 40.78 42.92 71,427.20 75,878.40 80,350.40 84,822.40 89,273.60 Laboratory Supervisor SEIU S70 45.38 48.78 52.18 55.59 58.99 94,390.40 101,462.40 108,534.40 115,627.20 122,699.20 Laboratory Technician I SEIU S35 32.40 34.42 36.44 38.47 40.49 67,392.00 71,593.60 75,795.20 80,017.60 84,219.20 Laboratory Technician II SEIU S50 36.40 38.67 40.95 43.22 45.50 75,712.00 80,433.60 85,176.00 89,897.60 94,640.00 Landscape Maintenance Technician I SEIU S10 25.24 26.50 27.76 29.02 30.29 52,499.20 55,120.00 57,740.80 60,361.60 63,003.20 Landscape Maintenance Technician II SEIU S20 28.62 30.05 31.48 32.91 34.34 59,529.60 62,504.00 65,478.40 68,452.80 71,427.20 Landscape Supervisor SEIU S55 37.74 40.58 43.41 46.24 49.07 78,499.20 84,406.40 90,292.80 96,179.20 102,065.60 Lead Airport Maintenance Technician SEIU S30 30.85 32.78 34.71 36.64 38.56 64,168.00 68,182.40 72,196.80 76,211.20 80,204.80 Lead Facilities Maintenance Technician SEIU S30 30.85 32.78 34.71 36.64 38.56 64,168.00 68,182.40 72,196.80 76,211.20 80,204.80 Lead Landscape Maintenance Technician SEIU S30 30.85 32.78 34.71 36.64 38.56 64,168.00 68,182.40 72,196.80 76,211.20 80,204.80 Lead Library Services Assistant SEIU S25 30.05 31.55 33.06 34.56 36.06 62,504.00 65,624.00 68,764.80 71,884.80 75,004.80 Lead Parks and Trails Maintenance Specialist SEIU S30 30.85 32.78 34.71 36.64 38.56 64,168.00 68,182.40 72,196.80 76,211.20 80,204.80 Lead Recreation Services Assistant SEIU S25 30.05 31.55 33.06 34.56 36.06 62,504.00 65,624.00 68,764.80 71,884.80 75,004.80 Lead Streets Maintenance Technician SEIU S30 30.85 32.78 34.71 36.64 38.56 64,168.00 68,182.40 72,196.80 76,211.20 80,204.80 Lead Wastewater Collections Operator SEIU S50 36.40 38.67 40.95 43.22 45.50 75,712.00 80,433.60 85,176.00 89,897.60 94,640.00 Lead Wastewater Treatment Plant Operator SEIU S60 40.01 43.01 46.01 49.01 52.01 83,220.80 89,460.80 95,700.80 101,940.80 108,180.80 Librarian SEIU S40 34.34 36.48 38.63 40.78 42.92 71,427.20 75,878.40 80,350.40 84,822.40 89,273.60 Library Manager MGMT M170 64.23 69.05 73.87 78.69 83.50 133,598.40 143,624.00 153,649.60 163,675.20 173,680.00 Library Services Assistant SEIU S15 27.26 28.62 29.98 31.35 32.71 56,700.80 59,529.60 62,358.40 65,208.00 68,036.80 Library Services Coordinator SEIU S35 32.40 34.42 36.44 38.47 40.49 67,392.00 71,593.60 75,795.20 80,017.60 84,219.20 Maintenance Services Superintendent MGMT M155 51.95 55.84 59.74 63.64 67.53 108,056.00 116,147.20 124,259.20 132,371.20 140,462.40 Management Analyst MGMT M150 48.10 51.71 55.32 58.92 62.53 100,048.00 107,556.80 115,065.60 122,553.60 130,062.40 Mechanic SEIU S35 32.40 34.42 36.44 38.47 40.49 67,392.00 71,593.60 75,795.20 80,017.60 84,219.20 Operations Battalion Chief - 40 hour MGMT M185 68.73 73.89 79.04 84.20 89.35 142,958.40 153,691.20 164,403.20 175,136.00 185,848.00 Operations Battalion Chief* - 56 hour MGMT M180 49.09 52.78 56.46 60.14 63.82 142,950.08 153,695.36 164,411.52 175,127.68 185,843.84 Parks and Trails Maintenance Specialist I SEIU S10 25.24 26.50 27.76 29.02 30.29 52,499.20 55,120.00 57,740.80 60,361.60 63,003.20 Parks and Trails Maintenance Specialist II SEIU S20 28.62 30.05 31.48 32.91 34.34 59,529.60 62,504.00 65,478.40 68,452.80 71,427.20 Parks and Trails Supervisor SEIU S55 37.74 40.58 43.41 46.24 49.07 78,499.20 84,406.40 90,292.80 96,179.20 102,065.60 Payroll/Risk Coordinator MGMT M135 36.40 38.67 40.95 43.22 45.50 75,712.00 80,433.60 85,176.00 89,897.60 94,640.00 Permit Technician SEIU S35 32.40 34.42 36.44 38.47 40.49 67,392.00 71,593.60 75,795.20 80,017.60 84,219.20 Police Chief MGMT M200 90.12 95.75 101.39 107.02 112.65 187,449.60 199,160.00 210,891.20 222,601.60 234,312.00
City of Paso Robles Wage Schedule
Adopted: January 14, 2026
Effective Date: January 4, 2026
Exhibit E
Police Commander MGMT M190 73.54 79.06 84.57 90.09 95.60 152,963.20 164,444.80 175,905.60 187,387.20 198,848.00 Police Corporal POA P115 51.46 54.60 57.93 61.47 65.22 107,036.80 113,568.00 120,494.40 127,857.60 135,657.60 Police Officer POA P110 46.16 48.96 51.97 55.15 58.53 96,009.16 101,840.18 108,092.92 114,703.42 121,736.68 Police Officer Recruit SEIU S45 38.63 80,350.40 - - - - Police Records Supervisor SEIU S50 36.40 38.67 40.95 43.22 45.50 75,712.00 80,433.60 85,176.00 89,897.60 94,640.00 Police Records Technician SEIU S25 30.05 31.55 33.06 34.56 36.06 62,504.00 65,624.00 68,764.80 71,884.80 75,004.80 Police Sergeant POA P120 57.53 61.05 64.81 68.79 73.02 119,671.76 126,992.58 134,794.40 143,092.04 151,871.20 Pretreatment Coordinator SEIU S55 37.74 40.58 43.41 46.24 49.07 78,499.20 84,406.40 90,292.80 96,179.20 102,065.60 Principal Utility Engineer MGMT M170 64.23 69.05 73.87 78.69 83.50 133,598.40 143,624.00 153,649.60 163,675.20 173,680.00 Public Works Director MGMT M195 81.19 86.26 91.34 96.41 101.49 168,875.20 179,420.80 189,987.20 200,532.80 211,099.20 Public Works Operations Manager MGMT M165 60.03 64.53 69.04 73.54 78.04 124,862.40 134,222.40 143,603.20 152,963.20 162,323.20 Recreation Program Coordinator SEIU S40 34.34 36.48 38.63 40.78 42.92 71,427.20 75,878.40 80,350.40 84,822.40 89,273.60 Recreation Services Assistant SEIU S15 27.26 28.62 29.98 31.35 32.71 56,700.80 59,529.60 62,358.40 65,208.00 68,036.80 Recreation Services Manager MGMT M155 51.95 55.84 59.74 63.64 67.53 108,056.00 116,147.20 124,259.20 132,371.20 140,462.40 Senior Development Review Engineer MGMT M155 51.95 55.84 59.74 63.64 67.53 108,056.00 116,147.20 124,259.20 132,371.20 140,462.40 Senior Information Technology Technician SEIU S60 40.01 43.01 46.01 49.01 52.01 83,220.80 89,460.80 95,700.80 101,940.80 108,180.80 Senior Planner MGMT M155 51.95 55.84 59.74 63.64 67.53 108,056.00 116,147.20 124,259.20 132,371.20 140,462.40 Senior Utility Engineer MGMT M155 51.95 55.84 59.74 63.64 67.53 108,056.00 116,147.20 124,259.20 132,371.20 140,462.40 Solid Waste and Recycling Manager MGMT M155 51.95 55.84 59.74 63.64 67.53 108,056.00 116,147.20 124,259.20 132,371.20 140,462.40 Stormwater Inspector I SEIU S40 34.34 36.48 38.63 40.78 42.92 71,427.20 75,878.40 80,350.40 84,822.40 89,273.60 Stormwater Inspector II SEIU S60 40.01 43.01 46.01 49.01 52.01 83,220.80 89,460.80 95,700.80 101,940.80 108,180.80 Stormwater Manager MGMT M145 45.38 48.78 52.18 55.59 58.99 94,390.40 101,462.40 108,534.40 115,627.20 122,699.20 Streets Maintenance Technician I SEIU S10 25.24 26.50 27.76 29.02 30.29 52,499.20 55,120.00 57,740.80 60,361.60 63,003.20 Streets Maintenance Technician II SEIU S20 28.62 30.05 31.48 32.91 34.34 59,529.60 62,504.00 65,478.40 68,452.80 71,427.20 Streets Supervisor SEIU S55 37.74 40.58 43.41 46.24 49.07 78,499.20 84,406.40 90,292.80 96,179.20 102,065.60 Support Services Manager MGMT M160 56.10 60.31 64.52 68.73 72.94 116,688.00 125,444.80 134,201.60 142,958.40 151,715.20 Utilities Director MGMT M195 81.19 86.26 91.34 96.41 101.49 168,875.20 179,420.80 189,987.20 200,532.80 211,099.20 Utility Billing Customer Service Representative SEIU S15 27.26 28.62 29.98 31.35 32.71 56,700.80 59,529.60 62,358.40 65,208.00 68,036.80 Utility Billing Supervisor SEIU S55 37.74 40.58 43.41 46.24 49.07 78,499.20 84,406.40 90,292.80 96,179.20 102,065.60 Wastewater Chief Plant Operator SEIU S70 45.38 48.78 52.18 55.59 58.99 94,390.40 101,462.40 108,534.40 115,627.20 122,699.20 Wastewater Collections Operator I SEIU S15 27.26 28.62 29.98 31.35 32.71 56,700.80 59,529.60 62,358.40 65,208.00 68,036.80 Wastewater Collections Operator II SEIU S35 32.40 34.42 36.44 38.47 40.49 67,392.00 71,593.60 75,795.20 80,017.60 84,219.20 Wastewater Collections Supervisor SEIU S65 42.41 45.59 48.77 51.95 55.13 88,212.80 94,827.20 101,441.60 108,056.00 114,670.40 Wastewater Manager MGMT M170 64.23 69.05 73.87 78.69 83.50 133,598.40 143,624.00 153,649.60 163,675.20 173,680.00 Wastewater Treatment Plant Maintenance Specialist SEIU S50 36.40 38.67 40.95 43.22 45.50 75,712.00 80,433.60 85,176.00 89,897.60 94,640.00 Wastewater Treatment Plant Operator I SEIU S35 32.40 34.42 36.44 38.47 40.49 67,392.00 71,593.60 75,795.20 80,017.60 84,219.20 Wastewater Treatment Plant Operator II SEIU S50 36.40 38.67 40.95 43.22 45.50 75,712.00 80,433.60 85,176.00 89,897.60 94,640.00 Water Chief Plant Operator SEIU S65 42.41 45.59 48.77 51.95 55.13 88,212.80 94,827.20 101,441.60 108,056.00 114,670.40 Water Distribution Chief Operator SEIU S65 42.41 45.59 48.77 51.95 55.13 88,212.80 94,827.20 101,441.60 108,056.00 114,670.40 Water Distribution Operator I SEIU S15 27.26 28.62 29.98 31.35 32.71 56,700.80 59,529.60 62,358.40 65,208.00 68,036.80 Water Distribution Operator II SEIU S35 32.40 34.42 36.44 38.47 40.49 67,392.00 71,593.60 75,795.20 80,017.60 84,219.20 Water Distribution Operator III SEIU S50 36.40 38.67 40.95 43.22 45.50 75,712.00 80,433.60 85,176.00 89,897.60 94,640.00 Water Distribution Supervisor SEIU S75 48.10 51.71 55.32 58.92 62.53 100,048.00 107,556.80 115,065.60 122,553.60 130,062.40 Water Quality Supervisor SEIU S70 45.38 48.78 52.18 55.59 58.99 94,390.40 101,462.40 108,534.40 115,627.20 122,699.20 Water Quality Technician I SEIU S20 28.62 30.05 31.48 32.91 34.34 59,529.60 62,504.00 65,478.40 68,452.80 71,427.20 Water Quality Technician II SEIU S35 32.40 34.42 36.44 38.47 40.49 67,392.00 71,593.60 75,795.20 80,017.60 84,219.20
City of Paso Robles Wage Schedule
Adopted: January 14, 2026
Effective Date: January 4, 2026
Exhibit E
Water Treatment Operator I SEIU S35 32.40 34.42 36.44 38.47 40.49 67,392.00 71,593.60 75,795.20 80,017.60 84,219.20 Water Treatment Operator II SEIU S50 36.40 38.67 40.95 43.22 45.50 75,712.00 80,433.60 85,176.00 89,897.60 94,640.00 Water Utility Manager MGMT M170 64.23 69.05 73.87 78.69 83.50 133,598.40 143,624.00 153,649.60 163,675.20 173,680.00 Part-Time Classifications
Title Group Range
Step 1
Hourly
Step 2
Hourly
Step 3
Hourly
Step 4
Hourly
Step 5
Hourly
Aquatics Office Assistant PT PT1 18.39 18.85 19.31 19.77 20.23 Assistant Pool Manager PT PT5 22.26 22.81 23.37 23.92 24.48 Engineering Intern PT PT7 24.48 25.09 25.70 26.32 26.93 Lead Library Services Representative PT PT9 25.67 26.31 26.95 27.59 28.24 Lead Recreation Services Representative PT PT9 25.67 26.31 26.95 27.59 28.24 Library Services Representative PT PT5 22.26 22.81 23.37 23.92 24.48 Lifeguard/Swim Instructor PT PT3 20.23 20.74 21.24 21.75 22.26 Park Ambassador PT PT9 25.67 26.31 26.95 27.59 28.24
Planning Intern PT PT7 24.48 25.09 25.70 26.32 26.93
Police Records Assistant PT PT7 24.48 25.09 25.70 26.32 26.93 Recreation Services Representative PT PT5 22.26 22.81 23.37 23.92 24.48 Training Coordinator PT CTR5 31.24 - - - -
Volunteer
Title Group Range
Reserve Police Officer Volunteer - Uncompensated
Attachment 2
RESOLUTION 26-XXX
A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF EL PASO DE ROBLES
AUTHORIZING AN AMENDMENT TO THE EMPLOYER CALPERS CONTRIBUTIONS COST-SHARING
AGREEMENT WITH THE UNREPRESENTED CONFIDENTIAL, PROFESSIONAL, AND MANAGEMENT GROUP
EMPLOYEES IN THE POLICE SAFETY AND FIRE SAFETY MEMBER CATEGORIES PURSUANT TO GOVERNMENT CODE SECTION 20516
WHEREAS, in December 2025, City Council approved the Wage and Benefit Summary for the Unrepresented Confidential, Professional, and Management Group; and WHEREAS, the term of the Wage and Benefit Summary is for a three-year period commencing on January 1, 2026, and expiring on December 31, 2028; and
WHEREAS, Government Code section 20516 authorizes employees to share in the cost of the employer’s CalPERS retirement contributions in excess of the normal member contribution required under the Public Employees’ Retirement Law (PERL); and
WHEREAS, since January 10, 2021, employees in Unrepresented Confidential, Professional, and Management Group classified in the Fire Safety and Police Safety first and second tier benefit levels have paid an additional ten percent (10%) of their compensation towards the City’s employer contribution rate pursuant to GC Section 20516, in excess of the normal contribution rate required by PERL; and WHEREAS, since December 16, 2018, employees in Unrepresented Confidential, Professional, and Management Group classified in the Fire Safety and Police Safety PEPRA tier benefit level have paid an additional six percent (6%) of their compensation towards the City’s employer contribution rate pursuant to GC Section 20516, in excess of the normal contribution rate required by PERL; and WHEREAS, consistent with the approved Wage and Benefit Summary, the City and affected employees desire to amend the CalPERS employer contributions cost-sharing agreement to modify the employee cost- sharing percentages as set forth below; and
WHEREAS, effective January 4, 2026, contributions for employees in Unrepresented Confidential, Professional, and Management Group classified in the Fire Safety and Police Safety first and second tier benefit levels shall be modified to an additional seven percent (7%) of their compensation towards the City’s employer contribution rate pursuant to GC Section 20516, in excess of the normal contribution rate required by PERL; and
WHEREAS, effective January 4, 2026, contributions for employees in Unrepresented Confidential, Professional, and Management Group classified in the Fire Safety and Police Safety PEPRA tier benefit level shall be modified to an additional three percent (3%) of their compensation towards the City’s employer contribution rate pursuant to GC Section 20516, in excess of the normal contribution rate required by PERL; and
WHEREAS, effective January 3, 2027, contributions for employees in Unrepresented Confidential, Professional, and Management Group classified in the Fire Safety and Police Safety first and second tier benefit levels shall be modified to an additional five percent (5%) of their compensation towards the City’s
Attachment 2
employer contribution rate pursuant to GC Section 20516, in excess of the normal contribution rate required by PERL; and
WHEREAS, effective January 3, 2027, contributions for employees in Unrepresented Confidential, Professional, and Management Group classified in the Fire Safety and Police Safety PEPRA tier benefit level shall be modified to an additional one percent (1%) of their compensation towards the City’s employer contribution rate pursuant to GC Section 20516, in excess of the normal contribution rate required by PERL.
NOW, THEREFORE, THE CITY COUNCIL OF THE CITY OF EL PASO DE ROBLES DOES HEREBY RESOLVE AS FOLLOWS:
Section 1. All of the above recitals are true and correct and incorporated herein by reference.
Section 2. The City Council hereby authorizes an amendment to the employer CalPERS contributions cost-sharing agreement with the Unrepresented Confidential, Professional, and Management Group employees in the Police Safety and Fire Safety member categories pursuant to Government Code section 20516.
APPROVED this 14th day of January, 2026, by the following vote:
AYES:
NOES:
ABSENT:
ABSTAIN:
John R. Hamon, Jr., Mayor
ATTEST:
Melissa Martin, City Clerk
Attachment 2
Signature Page for Resolution 26-XXX
Tier 1 and Tier 2 Unrepresented Police Safety Management Steven Boyett
Caleb Davis
Ricky Lehr
Damian Nord
Tier 1 and Tier 2 Unrepresented Fire Safety Management
Nathan Bass
Brian Lewis
Paul Patti
Robert Smith
Jonathan Stornetta
PEPRA Unrepresented Fire Safety Management
Jay Enns
Council Agenda Report
From: Ditas Esperanza, Capital Projects Engineer
Subject: Approval of a Resolution Awarding a Construction Contract for Road Repairs in the Sierra Bonita Neighborhood and Slurry Seal Treatment of Scott Street from Creston to Airport Road and Fallbrook Court Cul-de-Sac
CEQA Determination: The City finds that this action is categorically exempt from the California Environmental Quality Act (“CEQA”) under the Class 1 exemption, which applies to the operation, repair, maintenance, permitting, leasing, licensing, or minor alteration of existing structures, facilities, mechanical equipment, or topographical features where the project involves negligible or no expansion of existing or former use (State CEQA Guidelines, § 15301).
Date: January 14, 2026
Facts
1. On February 4, 2020, City Council approved the Updated Six-Year Street Maintenance and Repair Plan which outlines the specific street segments anticipated to be constructed over the remaining years of Measure E-12 (now Measure I-24), the City’s half-cent supplemental sales tax. The roads within the Sierra Bonita neighborhood were anticipated for rehabilitation in 2024.
2. In preparation, the City completed curb ramp upgrades to meet the Americans with Disabilities Act (ADA) requirements and old water service lines were upgraded and repaired for over 400 services in the neighborhood.
3. As the water service upgrade was nearing completion, staff prepared the design and bid documents to repair and resurface the roads in the neighborhood.
4. On June 4, 2024, the City was notified of the Gas Company’s planned upgrade of existing gas mains within the Sierra Bonita neighborhood. The required roadway trenching necessitated postponement of the City’s road maintenance project. With the Gas Company’s work now complete, the City may proceed with road repairs in the Sierra Bonita neighborhood.
5. The initial scope of road repairs excluded Scott Street, as it had been rehabilitated in recent years and remained in good condition. However, the Gas Company subsequently excavated portions of the roadway. Staff recommends applying a slurry seal to restore the pavement on Scott Street. Further, development obligations require the developer of the Vinedo project to install a new sewer line impacting Fallbrook Court and Scott Street from Creston to Commerce Way. When the sewer project is completed, slurry seal will be needed at Fallbrook Court and Scott Street.
6. As noted above, additionalslurry seal treatment is needed and was included in the bid documents for the Sierra Bonita neighborhood road repair project. These include Fallbrook Court, Scott Street from Creston Road to Airport Road.
7. At the bid opening on December 18, 2025, four (4) bids were received with an engineer’s estimate of $3,365,000. The bids received were as follows: 1) Granite Construction in the amount of $2,555,222; 2) Calportland Construction in the amount of $2,574,000; 3) Westrock Construction in the amount of $2,592,999; and 4) Souza Construction in the amount of $2,782,762.60.
8. Staff reviewed the low bid from Granite Construction, in the amount of $2,555,222, and found it to be a responsible and responsive bid.
Options
1. Take no action;
2. Approve Resolution 26-XXX awarding a contract to Granite Construction for road repairs in the Sierra Bonita Neighborhood and slurry seal treatment of Scott Street from Creston to Airport Road and Fallbrook Cul-de-Sac in the amount of $2,555,222; or
3. Provide alternative direction to staff.
Analysis and Conclusions
The Sierra Bonita development is an established residential neighborhood constructed in the late 1970s and originally designed for senior housing. Following the passage of Measure E-12, the streets within the Sierra Bonita neighborhood were identified for inclusion in the City’s pavement rehabilitation program. In advance of the roadway work, the City completed related infrastructure improvements, including curb ramp upgrades funded through a Community Development Block Grant (CDBG) and water service upgrades funded by the Water Enterprise Fund.
The pavement condition of the Sierra Bonita streets has continued to deteriorate, with an average Pavement Condition Index (PCI) of 43.7 and individual segments measuring as low as 29. Based on these conditions, the proposed rehabilitation strategy includes localized dig-out repairs in failed areas and heavy rehabilitation through full pavement overlays to restore roadway integrity and extend the service life of the streets.
Fiscal Impact
The use of Supplemental Sales Tax funds is in alignment with the Council adopted priorities for these funds. The total construction contract to Granite is $2,555,222. The project is included in the adopted FY 2025-26 Capital Improvement budget and as such, no other action is required.
CEQA
The City finds that this action is categorically exempt from the California Environmental Quality Act (“CEQA”) under the Class 1 exemption, which applies to the operation, repair, maintenance, permitting, leasing, licensing, or minor alteration of existing structures, facilities, mechanical equipment, or topographical features where the project involves negligible or no expansion of existing or former use (State CEQA Guidelines, § 15301).
Recommendation (Option 2)
Approve Resolution 26-XXX, awarding a contract for road repairs in the Sierra Bonita Neighborhood and slurry seal treatment of Scott Street, from Creston to Airport Road and Fallbrook Cul-de-Sac, to Granite Construction in the amount of $2,555,222 and authorize the City Manager to execute the contract, subject to any minor, technical, or non-substantive changes as approved by the City Manager and City Attorney.
Attachments
1. Resolution 26-XXX – Sierra Bonita Neighborhood Construction Contract
2. Bid - Granite Construction
Attachment 1
RESOLUTION 26-XXX
RESOLUTION OF THE CITY COUNCIL OF THE CITY OF EL PASO DE ROBLES
AWARDING A CONSTRUCTION CONTRACT FOR ROAD REPAIRS IN THE SIERRA BONITA
NEIGHBORHOOD AND SLURRY SEAL TREATMENT OF SCOTT STREET FROM CRESTON TO AIRPORT
ROAD AND FALLBROOK COURT CUL-DE-SAC TO GRANITE CONSTRUCTION WHEREAS, on February 4, 2020, City Council approved the Updated Six-Year Street Maintenance and Repair Plan which outlines the specific street segments anticipated to be constructed over the remaining years of Measure E-12 (now Measure I-24), the City’s half-cent supplemental sales tax; and WHEREAS, the roads within the Sierra Bonita neighborhood were anticipated for rehabilitation in 2024, however the Gas Company’s upgrade of existing gas mains necessitated postponement of the City’s road maintenance project; and
WHEREAS, with the Gas Company’s work now complete, the City may proceed with road repairs in the Sierra Bonita neighborhood; and
WHEREAS, the initial scope of road repairs excluded Scott Street, however Gas Company work now necessitates a slurry seal treatment of that roadway; and WHEREAS, development obligations require the developer of the Vinedo project to install a new sewer line impacting Fallbrook Court and Scott Street, now necessitating a slurry seal treatment; and WHEREAS, the design and bid documents issued by the City included the slurry seal treatment, in addition to the rehabilitation of the Sierra Bonita neighborhood roads; and WHEREAS, at the bid opening on December 18, 2025, four (4) bids were received ranging from $2,555,222 to $2,782,762.60, with an engineer’s estimate of $3,365,000; and WHEREAS, staff reviewed the low bid from Granite Construction, in the amount of $2,555,222, and found it to be a responsible and responsive bid.
NOW, THEREFORE, THE CITY COUNCIL OF THE CITY OF EL PASO DE ROBLES DOES HEREBY RESOLVE AS FOLLOWS:
Section 1. All of the above recitals are true and correct and incorporated herein by reference.
Section 2. The use of Supplemental Sales Tax funds is in alignment with the Council adopted priorities for these funds. The total construction contract to Granite is $2,555,222. The project is included in the adopted FY 2025-26 Capital Improvement budget and as such, no other action is required.
Section 3. The City finds that this action is categorically exempt from the California Environmental Quality Act (“CEQA”) under the Class 1 exemption, which applies to the operation, repair, maintenance, permitting, leasing, licensing, or minor alteration of existing structures, facilities, mechanical equipment, or topographical features where the project involves negligible or no expansion of existing or former use (State CEQA Guidelines, § 15301).
APPROVED this 14
th day of January, 2026, by the following vote:
Attachment 1
AYES:
NOES:
ABSENT:
ABSTAIN:
John R. Hamon, Jr., Mayor
ATTEST:
Melissa Martin, City Clerk
1.1 Bid.
00 41 43 - BID FORMS
BID FORM
Bids will be received at the City of El Paso de Robles Public Works Department, 4305 Second Wind Way, Paso Robles, CA 93446, until 2:00 p.m. on Thursday, December 18, 2025.
NAME OF BIDDER: Granite Construction Company
To the Honorable City Council
of the City of El Paso de Robles
4305 Second Wind Way
Paso Robles, California 93446
The undersigned hereby declare that we have carefully examined the location of the proposed Work, and have read and examined the Contract Documents, including all plans, specifications, and all addenda, if any for the following Project:
Sierra Bonita, Scott Street, and Fallbrook Court Road Repairs, DPW 22-14C We hereby propose to furnish all labor, materials, equipment, tools, transportation, and services, and to discharge all duties and obligations necessary and required to perform and complete the Project, as described and in strict conformity with the Drawings, and these Specifications for TOTAL BID PRICE indicated herein.
The undersigned acknowledges receipt, understanding, and full consideration of the following addenda to the Contract Documents:
Addenda No. -1 .......... '--------------------
1. Attached is the required Bid Guarantee in the amount of not less than 10% of the Total Bid Price.
2. Attached is the completed Designation of Subcontractors form.
3. Attached is the fully executed Noncollusion Declaration form.
4. Attached is the completed Iran Contracting Act Certification form.
5. Attached is the completed Public Works Contractor Registration Certification form.
6. Attached is the completed Contractor's Certificate Regarding Workers' Compensation form.
7. Attached is the completed Bidder Information and Experience form.
8. Site Visit Affidavit
9. Proposed Major Equipment and Material Suppliers
10. Fleet Compliance Certification
82477 .07000\31456712.1 -19- 00 41 43 - BID FORMS
Attachment 2
CITY OF EL PASO DE ROBLES
"The Pass of the Oaks"
BID ADDENDUM NO. 1
Sierra Bonita Neighborhood Road Repairs
DPW PROJECT NO. 22-14C
BID ADDENDUM ISSUE DATE: December 9, 2025
BID OPENING: December 18, 2025 at 2:00 PM
NOTE: IT IS NECESSARY TO INCLUDE A SIGNED BID ADDENDUM WITH YOUR BID
PROPOSAL IN ORDER FOR THE PROPOSAL TO BE DEEMED RESPONSIVE I acknowledge receipt of this Bid Addendum, which consists of these 8 pages with additional information and clarification. I further acknowledge that the Bid Proposal submitted for this project incorporates the information contained in this Bid Addendum.
Company Name: Granite Construction Company
Signature:
Title: Mattthew Grimm, Chief Estimator
Date: 12/18/2025
• REVISED: Delete Bid Schedule from the original bid documents and submit the attached updated bid schedule (5 pages).
• ADDED: Technical Specifications Sections TS-14.00 Delineators installed per plans, sheet 1 of 1, titled "Fallbrook Court and Scott Street Slurry Seal DPW Project No. 22-14C" (1 page).
• NOTE: Slurry Seal phase of this project must be scheduled at the earliest time in February/March 2026. The sewer pipe in Scott Street and Commerce Street must first be completed.
• ADDED: See attached Exhibit for additional crack fill, slurry, pavement markings and striping on Commerce Way (1 page).
###
Attachment 2
When bituminous adhesive is used for pavement marker placement, traffic control during placement operations shall conform to the requirements of "Traffic Control System" of these Special Provisions.
TS-13.05 Measurement and Payment
Payment for traffic striping layout and placement of temporary tabs will be included in the unit price bid for each striping detail and no additional compensation will be allowed therefor.
Measurement and payment for traffic striping, characters, arrows, pavement markers, raised pavement markers, reflective pavement markers, curbs and road signs will be paid on a unit cost basis as identified in the Bid Schedule.
Full compensation for furnishing all labor, materials, tools, equipment and incidentals and for doing all the work involved with placing thermoplastic or painted pavement stripes and markings, including pavement markers, as specified in these Special Provisions, as shown on the plans and as directed by the Engineer, will be considered as included in the contract lineal foot price for Thermoplastic or Painted Striping of the various kinds identified in the Bid Schedule, and the contract square unit price for Thermoplastic or Painted Markings/Curbs, as identified in the Bid Schedule, and no additional compensation will be allowed.
TS-14.00 Delineators Installed per sheet 4 of the plans Contractor shall notify City two (2) days in advance of the installation of the channelizers on Scott Street as shown on page 4 of the plans. Engineer and inspector will determine the exact placement for channelizers.
TS-14.01 Measurement and Payment
Payment shall be made in accordance with the Bid Schedule of these Technical Specifications and details as shown on sheet 4 of the plan set. 48 Attachment 2
CITY OF EL PASO DE ROBLES
"The Pass of the Oaks"
BID ADDENDUM NO. 2
Sierra Bonita Neighborhood Road Repairs
DPW PROJECT NO. 22-14C
BID ADDENDUM ISSUE DATE: December 15, 2025
BID OPENING: December 18, 2025 at 2:00 PM
NOTE: IT IS NECESSARY TO INCLUDE A SIGNED BID ADDENDUM WITH YOUR BID
PROPOSAL IN ORDER FOR THE PROPOSAL TO BE DEEMED RESPONSIVE I acknowledge receipt of this Bid Addendum, which consists of these 6 pages with additional information and clarification. I further acknowledge that the Bid Proposal submitted for this project incorporates the information contained in this Bid Addendum.
Company Name:
Signature:
Granite Constru�mpany
Title: Matthew Grimm, Chief Estimator
Date: 12/18/2025
• UPDATED BID SCHEDULE: Please see revised Bid Schedule dated 12/15/2025 (5 pages).
###
Attachment 2
ITEM
NO.
1 2
3 4
5 6
7 8
9 10
11 12
13 14
15 16
17 18
19 20
21 22
23 24
25 26
27 28
29 30
31 32
33 34
35 36
37 38
SUBMIT UPDATED BID SCHEDULE ISSUED WITH BID ADDENDUM NO. 2 -12/15/2025
BID ITEMS PAYMENT UNIT REFERENCE
Mobilization, Bonds & Insurance TS-1.14 LS
Notification of Residents, Businesses & Agencies TS-1.14 LS Traffic Control TS-2.06 LS
Storm Water Pollution Control Program TS-3.04 LS
Pre-construction Video Documentation EA
Preserving Survey Monumentation TS-4.02 EA
Crack Seal & Slurry Seal (Type II) TS-9.05 TN
3/8" HMA Tvpe A (PG 64-10) TS-6.04 TN
1/2" HMA Type A (PG 64-10) TS-6.04 TN
Remove & Replace 4" HMA TS-7.04 SF
6" Deep Lift Stabilization (Allowance)" TS-7.04 SF
Remove & Replace 4" HMA (Allowance) TS-7.04 SF
Prune & Remove Tree Roots Under Repairs TS-t2.03 SF
Type A1 Keycut (See Plan and Detail) TS-5.04 LF
Type 81 Keycut (See Plan and Detail) TS-5.04 LF
Lower Manhole Cover TS-11.03 EA
Lower Water Valve Cover TS-11.03 EA
Lower Sewer Cleanout Cover TS-11.03 EA
Lower Survey Monuments Cover TS-11.03 EA
Adjust Manhole Cover to Finish Grade TS-11.03 EA
Adjust Water Valve Cover to Finish Grade TS-11.03 EA
Adjust Sewer Cleanout Cover to Finish Grade TS-11.03 EA Adjust Survey Monument Cover to Finish Grade TS-11.03 EA Adjust Water Meter Box and Cover to Finish Grade TS-11.03 EA Install Blue RPM @ Fire Hydrant TS-13.05 EA
12" White Crosswalk/ Limit Line (Thermo) TS-13.05 LF
Install "STOP" Legend (Thermo) TS-13.05 EA
Repaint Red Curb Paint TS-13.05 LF
Sweeping on the 3rd, 7th, 14th, 21st, & 30th Days
after Placing Slurry Seal TS-9.05 LS
Stop Bar/ Continental Crosswalk TS-13.05 LF
"Stop" Legend TS-13.05 EA
"Bike" Legend (While Paint) TS-13.05 EA
"25 MPH' Legend TS-13.05 EA
Detail 27B / Parking Stalls TS-13.05 LF
Blue Raised Pavement Markers (BRPM) TS-13.05 EA
Detail 39 6" Bike Lane TS-13.05 LF
Detail 39A 6" Bike Lane Intersection TS-13.05 LF
Detail 38B (Yellow) TS-13,05 LF
TOTAL
QUANTITIES
1 1
1 1
1 13
143
1,671
5,209
97,000
5,000
8,000
456
27,136
974
14 26
6 15
27 48
9 63
1 34
885
37 1,241
1 505
6 21
5 1624
9 5206
1708
583
UNIT PRICE
1,;-1o, 000
4,216"
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BID FORM
39 Detail 2 (Yellow) TS-13,05 LF 1734 1, u,u LL '509;. C,fO 40 Yield Markers TS-13.05 SF 14 211. {91 2., 01.1u .toil 41 RRFB Crosswalk (Continental/Ladder) TS-13.05 EA 2 ; .1500 1,000 42 ADA Parking Stall Legend (Blue) TS-13.05 EA 2 �110 L q10 43 ADA Buffer (Blue) TS-13.05 LS 1 ?.. 1400 �, igoo
44 Advance Bump Ahead Legend TS-13.05 EA 8 ?.,gt;" 3, 09JO 45 Sweeping on the 3rd, 7th, 14th, 21st & 3oth Days after TS-7.01 EA 5 1, 41t;" ll, 1>16°' placing Slurry Seal 46 Delineators installed per sheet 1 of 1 plans entitled TS-14.01 EA 16 1 'Fallbrook Court and Scott Street Slurry Seal DPW 22-14C 11;- '2,000 47 Slurry Seal Type II & Crack Seal TS-9.05 TN 165 ?,70, (gt; lll 151-. 2q 4B Install Type IV Arrow (Thermo) TS-13.05 EA 2 \00 100 Attachment 2
GRAND TOTAL: $ 1, 5i;t; 1 12 2
BIDDER'S NAME: Matthew Grimm, Chief Estimator
BIDDER'SSIGNATURE: �� ��
BIDDER'S COMPANY: Granite Construction Company
BID FORM
The costs for any Work shown or required in the Contract Documents but not specifically identified as a line item are to be included in the related line items and no additional compensation shall be due to Contractor for the periormance of the Work.
In case of discrepancy between the Unit Price and the Item Cost set forth for a unit basis item, the unit price shall prevail and shall be utilized as the basis for determining the lowest responsive, responsible Bidder. However, if the amount set forth as a unit price is ambiguous, unintelligible or uncertain for any cause, or is omitted, or is the same amount as the entry in the "Item Cost" column, then the amount set forth in the "Item Cost" column for the item shall prevail and shall be divided by the estimated quantity for the item and the price thus obtained shall be the Unit Price.
For purposes of evaluating Bids, the City will correct any apparent errors in the extension of unit prices and any apparent errors in the addition of lump sum and extended prices.
The estimated quantities for Unit Price items are for purposes of comparing Bids only and the City makes no representation that the actual quantities of work periormed will not vary from the estimates. Final payment shall be determined by the Engineer from measured quantities of work periormed based upon the Unit Price.
TOTAL BASE BIO PRICE:
TOTAL BID PRICE BASED ON BID SCHEDULE TOTAL OF UNIT PRICES FOR SIERRA BONITA, SCOTT STREET, AND FALLBROOK COURT ROAD REPAIRS, DPW 22-14C BID ITEMS 1-48
Total Base Bid Price in Numbers
$1wo w\',11j fJI\ fwe buY1M:etl f,f:N £ivt ·hwuS(l.'ld :\::wo WAV\ll1J:lt:l. QJ\Q :tvBilbf :rwo do\\C\v� Total Base Bid Price in Written Form
In case of discrepancy between the written price and the numerical price, the written price shall prevail.
The undersigned agrees that this Bid Form constitutes a firm offer to the City which cannot be withdrawn for th_e number of calendar days indicated in the Notice Inviting Bids from and after the Bid opening, or until a Contract for the Work is fully executed by the City and a third party, whichever is earlier.
82477.07000\31456712.1 -1- 00 41 43-BID FORMS
Attachment 2
BID FORM
Upon receipt of the signed contract and other required documents, the contract will be executed by the City, after which the City will prepare a letter giving Contractor Notice to Proceed. The official starting date shall be the date of the Notice to Proceed, unless otherwise specified. The undersigned agrees to begin the Work within ten (10) working days of the date of the Notice to Proceed, unless otherwise specified.
The undersigned has examined the location of the proposed work and is familiar with the Drawings and Specifications and the local conditions at the place where work is to be done.
If awarded the contract, the undersigned agrees that there shall be paid by the undersigned and by all subcontractors to all laborers, workers and mechanics employed in the execution of such contract no less than the prevailing wage rate within San Luis Obispo County for each craft, classification, or type of worker needed to complete the Work contemplated by this contract as established by the Director of the Department of Industrial Relations.
Enclosed find cash, bidder's bond, or cashier's or certified check No. NIA from the NIA Bank in the amount of 10% of total bid , which is not less than ten percent (10%) of this bid, payable to City of El Paso de Robles as bid security and which is given as a guarantee that the undersigned will enter into a contract and provide the necessary bonds and certificates of insurance if awarded the Work.
The bidder furthermore agrees that in case of bidder's default in executing said contract and furnishing required bonds and certificates of insurance, the cash, bidder's bond, or cashier's or certified check accompanying this proposal and the money payable thereon shall become and shall remain the property of the City of El Paso de Robles.
Bidder is an individual ___ , or corporation _X __ , or partnership ___ , organized under the laws of the State of __ ___._c ... a .... liLLlto .... c .... o ... ia.._ ______ _ Bidder confirms license(s) required by California State Contractor's License Law for the performance of the subject project are in full effect and proper order. The following are the Bidder's applicable license number(s), with their expiration date(s) and class of license(s):
89 05/31/2027 A
If the Bidder is a joint venture, each member of the joint venture must include the required licensing information.
Sureties that will furnish the Faithful Performance Bond and the Labor and Material Payment Bond, in the form specified herein, in an amount equal to one hundred percent (100%) of the contract price within fifteen (15) calendar days from the date the City provides the successful bidder the Notice of Award. Sureties must meet all of the State of California bonding requirements, as defined in California Code of Civil Procedure Section 995.120 and must be authorized by the State of California.
The insurance company or companies to provide the insurance required in the contract documents must have a Financial Strength Rating of not less than "A-" and a Financial Size Category of not less than "Class VII" according to the latest Best Key Rating Guide. At the sole 82477.07000\31456712.1 -2- 00 41 43 - BID FORMS
Attachment 2
BID FORM
discretion of the City, the City may waive the Financial Strength Rating and the Financial Size Category classifications for Workers' Compensation insurance.
I hereby certify under penalty of perjury under the laws of the State of California that all of the information submitted in connection with this Bid and all of the representations made herein are true and correct.
, on this 18th day of December , 2025 .
(Bidders Name - Print or Type)
Matthew Grimm, Chief Estimator
(Name and Title)
Names of individual members of firm or names and titles (Signature)
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of
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all officers of corporation and their
addresses are listed below: See Appendix A 1
Name ------------ Title ------------------
Complete Address __________________________ _
Phone _______________ FAX ______________ _
Name ____________ Title _________________ _
Complete Address __________________________ _
Phone _______________ FAX ______________ _
Name ____________ Title _________________ _
Complete Address __________________________ _
Phone _______________ FAX
______________ _
Name _____ .:.__ ______ Title _________________ _
Complete Address __________________________ _
Phone --------------- FAX ----------------
82477.07000\31456712.1 -3- 00 41 43 - BID FORMS
Attachment 2
Council Agenda Report
From: Ditas Esperanza, Capital Projects Engineer
Subject: Approval of a Resolution Authorizing a Change Order to Rick Engineering to Prepare a 65% Plans, Specifications & Estimates (PS&E) and Support on the Required California Environmental Quality Act (CEQA) Documents for the North River Road Bike Path Project CEQA Determination: The City finds that this action is not a project subject to the California Environmental Quality Act (“CEQA”), as Rick Engineering would be assisting in the preparation of CEQA documents, and the change order itself has no potential to result in either a direct, or reasonably foreseeable indirect, physical change in the environment. (State CEQA Guidelines, §§ 15060, subd. (c)(2)-(3), 15378.).
Date: January 14, 2026
Facts
1. In 2007, the City issued a Request for Proposals to prepare preliminary designs for a bike path along North River Road from South River Road to River Oaks Drive.
2. Rick Engineering was selected to prepare the preliminary design; however, at that time, due to lack of funding, the project was put on hold and the final design was not completed.
3. In December 2018, the City Council adopted a Bicycle and Pedestrian Master Plan (BPMP). The Master Plan envisioned a “Grand Loop Trail” surrounding the outer parts of the City, as highlighted in Attachment No. 2. North River Road was identified as a segment of this overall plan.
4. In 2022, the City received a San Luis Obispo Council of Governments (SLOCOG) Cycle 1 Betterment grant which was used to fund Rick Engineering in its review of the 2007 design and to finalize the preliminary work that had already been completed.
5. Rick Engineering developed feasible alternatives and City and SLOCOG staff selected an alignment and preferred alternative for the bike path. Rick Engineering also prepared a record of surveys to resolve boundary issues to confirm that the proposed bike path would be contained in the existing right-ofway (i.e., no property acquisition would be required). Since the path is adjacent to the Salinas River, field geotechnical drilling was performed as well as preliminary hydrology analysis, and finally structural calculations were prepared for the elevated portions of the bike path.
6. The next phase of the project is to move into a 65% Plans, Specifications & Estimates (PS&E) so that a full analysis may be performed to prepare the CEQA document for the project. A change order in the amount of $596,714 to Rick Engineering’s contract is being requested for this next phase.
Options
1. Take no action;
2. Authorize a change order in the amount of $596,714 to Rick Engineering’s contract to complete 65% Plans, Specifications & Estimates and support on the required CEQA documents for the North River Road Bike Path Project; or
3. Provide alternative direction to staff.
Analysis and Conclusions
In 2018, the City Council adopted the 2018 Bicycle and Pedestrian Master Plan (BPMP). The BPMP is the guiding policy document that establishes local priorities for bicycle and pedestrian improvements. The 2018 BPMP also places a strong focus on bike and pedestrian safety and education. Safe facilities and proper training programs would encourage users to enjoy the benefits of bicycling and walking to their destinations.
This proposed project is to construct the next segment of the City pedestrian and bike ring pathway, located along the Salinas River, beginning at the 13th Street Bridge and ending at River Oaks Drive, just north of the Highway 46 bridge. The project will also provide a safer connection to the downtown area for residents who live north of Highway 46 East and separate non-motorists from traffic. Preliminary design, environmental documents, etc. have been funded, in part, by the SLOCOG grant mentioned above.
It is recommended that Rick Engineering complete the design development phase by preparing 65% PS&E to support environmental review to satisfy CEQA. Approving the change order will place the City in a strong position to secure construction grant funding. The City has already set aside General Fund dollars totaling $1 million for the anticipated construction grant matching requirements. Additionally, SLOCOG has awarded the City a grant with a current balance of $1 million for the North River Road Bike Path project. The total budget for this project between its funding sources is $3.4 million.
Fiscal Impact
The total change order to Rick Engineering is $596,714. This project is included as part of the adopted Capital Improvement Budget for FY 2025-26 and reimbursed through the SLOCOG Betterment Grant. The current project budget is as follows:
Funding Source Budget
Received/
Expended Remaining
General Fund $ 1,000,000 $ 779,646 $ 220,354
SLOCOG Betterment Grant 631,000 208,663 422,337
Total Project Budget 1,631,000 988,309 642,691
Project Expenses
Rick Engineering (expended-to-date) 307,269 261,292 45,977 Rick Engineering (65% PS&E) 596,714 - 596,714
Total Project Expenses $ 903,983 $ 261,292 $ 642,691
General Fund Set-aside for Construction $ 727,017
CEQA
The City finds that this action is not a project subject to the California Environmental Quality Act (“CEQA”), as Rick Engineering would be assisting in the preparation of CEQA documents, and the change order itself has no potential to result in either a direct, or reasonably foreseeable indirect, physical change in the environment. (State CEQA Guidelines, §§ 15060, subd. (c)(2)-(3), 15378.)
Recommendation (Option 2)
Approve Resolution 26-XXX, authorizing a change order in the amount of $596,714 to Rick Engineering’s contract to complete 65% Plans, Specifications & Estimates and support on the required CEQA documents for the North River Road Bike Path Project.
Attachments
1. Resolution 26-XXX – North River Road Bike Path Project – Rick Engineering Change Order
2. Grand Loop Trail Master Plan
3. Rick Engineering Scope and Fee
Attachment 1
RESOLUTION 26-XXX
RESOLUTION OF THE CITY COUNCIL OF THE CITY OF EL PASO DE ROBLES AUTHORIZING A CHANGE ORDER TO RICK ENGINEERING TO PREPARE 65% PLANS, SPECIFICATIONS & ESTIMATES AND SUPPORT ON THE REQUIRED CALIFORNIA ENVIRONMENTAL QUALITY ACT (CEQA) DOCUMENTS FOR THE NORTH RIVER ROAD BIKE PATH PROJECT WHEREAS, in 2007, the City issued a Request for Proposal to prepare preliminary designs of a bike path along North River Road from South River Road to River oaks Drive; and WHEREAS, Rick Engineering was selected to prepare the preliminary design; however, due to a lack of funding, the project was put on hold and the final design was not completed; and WHEREAS, in December 2018, the City Council adopted a Bicycle and Pedestrian Master Plan (BPMP) which envisioned a “Grand Loop Trail” surrounding the outer parts of the City and identified the North River Road as a segment of this overall plan; and
WHEREAS, in 2022, the City received a San Luis Obispo Council of Governments (SLOCOG) Cycle 1 Betterment grant allowing Rick Engineering to review the 2007 design and finalize the preliminary work that had been completed; and
WHEREAS, Rick Engineering developed feasible alternatives and City and SLOCOG staff selected an alignment and alternative for the bike path; and
WHEREAS, the next phase of the project is to move into a 65% PS&E so that a full analysis may be performed to prepare the CEQA document for the project; and WHEREAS. a change order in the amount of $596,714 to Rick Engineering’s contract is being requested for this next phase.
NOW, THEREFORE, THE CITY COUNCIL OF THE CITY OF EL PASO DE ROBLES DOES HEREBY RESOLVE AS FOLLOWS:
Section 1. All of the above recitals are true and correct and incorporated herein by reference.
Section 2. It is recommended that Rick Engineering complete the design development phase by preparing 65% PS&E to support environmental review to satisfy CEQA. Approving the change order will place the City in a strong position to secure construction grant funding.
Section 3. The total change order to Rick Engineering is $596,714. This project is included as part of the adopted Capital Improvement Budget for FY 2025-26 and reimbursed through the SLOCOG Betterment Grant. As such, no other action is required.
Section 4. The City finds that this action is not a project subject to the California Environmental Quality Act (“CEQA”), as Rick Engineering would be assisting in the preparation of CEQA documents, and the change order itself has no potential to result in either a direct, or reasonably foreseeable indirect, physical change in the environment. (State CEQA Guidelines, §§ 15060, subd. (c)(2)-(3), 15378.)
Attachment 1
APPROVED this 14
th day of January, 2026, by the following vote:
AYES:
NOES:
ABSENT:
ABSTAIN:
John R. Hamon, Jr., Mayor
ATTEST:
Melissa Martin, City Clerk
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Attachment 2
RICK
November 18, 2025
Ditas Esperanza
805-544-0707
rlckenglneering.com
Capital Project Engineer
City of Paso Robles
[email protected]
1160 Marsh Street #150
San Luis Obispo, CA 93401
SUBJECT: Proposal for Environmental Analysis & Final Design Services North River Road Muti-Purpose Trall, Paso Robles
RICK Job Number 19928
Dear Ditas,
Thank you for the opportunity to propose on the North River Road Muti-Purpose Trail in the City of Paso Robles. This proposal describes our scope of work for environmental analysis, preliminary and final civil/structural design, and preparation of construction bid documents.
I. Project Understanding
The project is located along the western edge of North River Road, between Union Road and River Oaks Drive, and continues along the north side River Oaks Drive to Experimental Station Road. The total length of the path is approximately 1.2 miles long. A previous Preliminary Design Report was prepared by RICK in May 2025 that analyzed a feasible alignment for the or the trail route to connect to existing multi-purpose trails along South River Road and River Oaks Drive.
11. Scope of Work
The following Scope of Services is proposed for the above-mentioned project.
A. Environmental CEQA Analysis & Reporting
As a subconsultant to RICK, Althouse & Meade, Inc. (A&M) will perform the analysis and reporting required to prepare a CEQA document for the final design of this project. Their scope is outlined below. Also attached is a detailed scope of work and schedule from Althouse & Meade, Inc
1. Wetland Delineation Report
A wetland delineation report will be prepared to accurately determine jurisdictional status of aquatic features. Estimated costs include two site visits. Wetland delineation report will be based on current USAGE definitions. The wetland delineation report will a:
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North River Road Multi-Purpose Trail - Final Design Proposal November 18, 2025
support future wetland/waterway permit applications and include soil investigation sheets, assessment of hydrology and hydrophytic vegetation, representative crosssections, photographs, and maps (approximately 130 hours).
2. Biological Resource Assessment and Tree Report
A Blologlcal Resource Assessment (BRA) will be prepared to support California Environmental Quality Act (CEQA) analysis. A&M will prepare a B1-{A to address City of Paso Robles requirements, including assessment of native trees. The report would cover areas to be disturbed as part of potential future bike path development impacts.
A&M will conduct a site survey to describe onsite conditions and search for rare species' habitat. A native tree protection/impact assessment, and a determination of jurisdictional status of the onsite drainage will be included in the report. The report will address potential impacts to biological resources known from the area.
Mitigation measures will be included where appropriate. Cost assumes no rare species mapping or protocol level wildlife surveys, but recommendations WIii be made if additional work is warranted. Task includes one seasonally appropriate site visit, CNDDB data search, report writing, analysis, and recommendations (approximately 166 hours).
3. Project Description, CEQA Initial Study, and Coordination A project description and CEQA Initial Study document will be prepared by A&M to support City of Paso Robles staff. This assumes close coordination with City of Paso Robles planning staff who will prepare and file the CEQA document [i.e. Mitigated Negative Declaration (MND) and Notice of Determination (NOD)]. Cost does not include a cultural resource subcontract to perform a Cultural Resources Inventory/ Phase 1 Analysis. Cost does not include filing fees with CDFW/ State Clearinghouse.
Services will include supporting the City of Paso Robles permit process, coordination with project engineer and subcontractors, and preparation of CEQA Initial Study. Task includes correspondence, coordination, and meetings on an as needed basis. Review, edit, finalize documents and other project-related requests to ensure CEQA regulatory framework is met. Services will maintain alignment of project goals and management actions (approximately 238 hours). This task includes review, analysis, and compilation of the CEQA initial studies topics, but scope does not include additional technical studies and permitting that may be required prior to construction.
B. Preliminary Design
This phase of work is necessary to provide enough design information to finalize the geotechnical report under separate contract, provide accurate areas of disturbance to inform the environmental analysis, and solidify the project programming.
Attachment 3
North River Road Multi-Purpose Trail - Final Design Proposal November 18, 2025
1. Alternatives Selection & Preliminary Design
RICK will coordinate with the City to determine a preferred structure type, path alignment, and other design criteria necessary to proceed with final design. This task includes up to 60 hours for meetings, preparation of exhibits, and updates to previously prepared documents as necessary. A final conceptual exhibit will be prepared based on the selected alternatives and project criteria.
2. Preliminary Design Structural Consultation
As a subconsultant to RICK, Censor will assist in evaluating and recommending a structure type. After receiving concurrence from the City on the recommended structure type, Censor will review the latest civil design updates along with the hydraulic and geotechnical recommendations to finalize member sizes, span lengths, and hinge locations. See attached detailed scope of work from Conser.
3. Supplemental Survey
As a subconsultant to RICK, North Coast Engineering (NCE) will perform additional survey to update the topographic mapping at the intersection of North River Road and River Oaks Drive to reflect the current as-built condition.
4. Hydraulic & Scour Analyses
RICK's Water Resources Division will prepare a scour analysis for the proposed elevated structures. The scour analysis will be added to the No-Rise certification previously prepared by RICK for submittal to the City. If additional storm event flows are required for the analysis, they will be determined utilizing log-log interpolation from the FEMA peak discharges for the river. The analysis will be based on the proposed condition hydraulic model data to prepare scour depth calculations using the methods from the Federal Highway Administration Hydraulic Engineering Circular (HEC) No.s 18 and 23 for pier scour and scour along longitudinal structures. Long-term scour analysis based on sediment transport into and out of a channel reach due to natural or man-made causes is not part of this scope.
5. Utility Coordination
The RICK team will coordinate with overhead and underground utility providers project-wide and incorporate their as-constructed and/or atlas information into the topographic survey with the pertinent information provided by the utility facility owners, including City owned facilities. If potential utility conflicts are identified, RICK will assist in coordinating relocations and/or adjustments of the affected facilities prior to the beginning of construction.
Attachment 3
North River Road Multi-Purpose Trail - Final Design Proposal November 18, 2025
6. 65% Civil Design
Based on the selected structure alternative and approved project criteria, the RICK team will prepare 65% construction plans and a draft engineer's estimate. The engineer's estimate will utilize the most recent unit price data available from similar public works projects recently bid within the City of Paso Robles or relevant projects within SLO County.
7. 65% Structural Design
Conser will prepare 65% structure plans and engineer's estimate. The structure design will be in accordance with the latest versions of California Building Code, AASHTO LRFD Bridge Specifications with Caltrans amendments and applicable sections of the Caltrans Structure Technical Policies (STP's), Bridge Design Memos (BDM's), Bridge Memos to Designers and Bridge Design Aids manuals (not superseded by the STP 's or BDM's). The design will meet City, Caltrans, FHWA, and AASHTO standards in effect at the time the design occurs.
Seismic design will be performed in accordance with the applicable edition of the American Society of Civil Engineers (ASCE) 7. Detailing of plans will be in accordance with Caltrans Design Details Manual. Both the design and detailing will be based on the use of the current Caltrans Standard Plans and Standard Specifications.
This task also includes support for geotechnical, hydraulic, and environmental efforts.
See attached detailed scope of work from Conser.
8. Project Management & Meetings
RICK will coordinate and attend meetings with the City and the project team to assist in the development and refinement of the design and approach. We have assumed up to 120 hours for this task.
C. Final Design
1 . 95% Civil PS&E
Following the receipt of any written comments from the City on the 65% design, RICK will prepare a set of plans, specifications, and engineer's estimate at a minimum 95% completion level. During this portion of the design phase, RICK may consult with the City for minor clarifications.
2. 95% Structural PS&E
A submittal of the 95% plans will be made to RICK/the City based on comments received on the 65% submittal, an Independent Structure Check, and QA/QC review.
Conser will create a log indicating how the City 's comments were addressed as part Attachment 3
North River Road Multi-Purpose Trail - Final Design Proposal November 18, 2025
of the 95% PS&E package submittal. The 95% submittal will include the plans, specifications, and estimate.
This task also includes an independent design check that will be completed prior to the 95% Design Submittal in accordance with Caltrans design procedures. The plans will be reviewed for consistency with City design standards, Caltrans Memos to Designers, and AASHTO requirements. The check will be performed by a licensed Civil Engineer independent of the project team. See attached detailed scope of work from Censor.
3. FEMA No-Rise Certification
The initial no-rise analysis was completed based on preliminary grading and a typical section for the proposed elevated structures. RICK will update the previously prepared no-rise certification proposed condition HEC-RAS model and scour calculations for the construction documents plans for the project.
4. 100% Civil PS&E
Following the receipt of written comments from the City on the 95% PS&E submittal, RICK will finalize the design, prepare a final plan set for bidding, a final set of technical specifications, and a final engineer's estimate. During this task, RICK will finalize inhouse quality control procedures
5. 100% Structural PS&E
Upon receipt of comments from the 95% PS&E from RICK and the City, and potentially other jurisdictional agencies, which will be routed through RICK, final revisions will be made. Censor will incorporate appropriate comments in the plans, specifications, and estimate and log all comments and identify how each comment was addressed. The engineer's estimate will be updated based on final quantities and unit costs updated with recent bid data provided by the City or other sources. See attached detailed scope of work from Conser.
6. Project Management & Meetings
RICK will coordinate and attend meetings with the City and the project team to assist with completion of the project design for bidding. We have assumed up to 120 hours for this task.
Attachment 3
North River Road Multi-Purpose Trail - Final Design Proposal November 18, 2025
Ill. Estimated Fees
The following fee estimate is based on the services outlined above:
A. Environmental CEQA Analysis & Reporting
1 WAtland Delineation Report (Sub A&M +10% MU) ......................... $19,910
2. Biological Assessment and Tree Report (Sub A&M +10% MU) ....... $24,860
3. Project Description, CEQA Initial Study, and Coordination (Sub A&M +10% MU) ...................................................................... $43,560
4. 2% Administrative Fee (Sub A&M) .................................................. $1,606 Subtotal Environmental = $89,936
B. Preliminary Design
1. Alternatives Selection & Preliminary Design .................................... $15,"IO0
2. Preliminary Structural Design (Sub Consor +10% MU) ................... $34,020
3. Supplemental Survey (Sub NCE +10% MU) ................................... $4,428
4. Hydraulic Scour Analysis ................................................................ $16,000
5. Utility Coordination .......................................................................... $15,400
6. 65% Civil Design ............................................................................. $70,000
7. 65% Structural Design (Sub Consor +10% MU) .............................. $129,770
8. Project Management & Meetings .................................................... $15,000 Subtotal Preliminary Design = $299,718
C. Final Design
1. 95% Civil PS&E .............................................................................. $65,000
2. 95% Structural PS&E (Sub Consor +10% MU) ............................... $79,580
3. FEMA No-Rise Certification ............................................................ $3,000
4. 100% Civil PS&E ............................................................................ $37,000
5. 100% Structural PS&E (Sub Consor +10% MU) ............................. $5,980
6. Project Management & Meetings .................................................... $15,000 Subtotal Final Design = $205,560
D. Reimbursables .......................................................................................... $1,500 Total Estimated Fee= $596,714
Estimated Construction Cost = $7,000,000
% of Construction Cost= 8.5%
Attachment 3
North River Road Multi-Purpose Trail - Final Design Proposal November 18, 2025
IV. Assumptions and Exclusions
The following assumptions and exclusions apply to this proposal:
1. Any work not specifically presented in the Scope of Work above is excluded.
2. Reasonable comments will be made by the City and/or other agencies upon review of the design submittals.
3. Landscaping & Lighting Design is currently excluded from this proposal. These services may be required prior to issuing bid documents for construction. If desired, RICK can provide a scope and fee for these services as an addendum.
4. Utility Potholing is excluded and assumed to be provided by the Contractor during construction. If potholing is deemed necessary during design, RICK can acquire the services of a utility potholing contractor as an addendum.
5. Based on discussions with the City we have excluded processing of a Caltrans Encroachment Permit. If this is required during design, RICK will prepare an addendum for additional scope to process the necessary permits.
6. Wetland Permits are assumed as a future requirement prior to construction and are excluded from this proposal.
7. Significant schedule changes resulting in rate increases or inefficiencies may require additional services.
8. Construction Phase Services are excluded from this proposal and can be provided at a later date.
V. Miscellaneous Provisions
Our understanding is that standard contract provisions are forthcoming from the Client's office. RICK will review the contract terms and provide any requested changes prior to contract execution. A standard rate sheet for the project is attached for reference.
If notice to proceed and/or start of work is delayed for any reason beyond sixty (60) days, it is understood by the parties that the terms and conditions contained herein are subject to change.
VI. Authorization
If you would like for us to proceed on this work as outlined above, we ask that you please sign and return this agreement as our written authorization. For any questions concerning this agreement please contact us at (805) 504-0707 or email [email protected].
Attachment 3
North River Road Multi-Purpose Trail - Final Design Proposal November 18, 2025
Thank you for requesting the continued services of RICK.
Sin""""'r""'I,,
-Tl �!:�'1"'1
Associate Principal
Authorized By: City of Paso Robles
Signature: ----------
Name:
Travis W. Koch, PE
Associate
Date:
Title:
Attachment 3
ALTHOUSE AND MEADE, INC.
BIOLOGICAL AND ENVIRONMENTAL SERVICES
1650 Ramada Drive, Suite 180, Paso Robles, CA 93446
(805) 237-9626 • www.althouseandmeade.com
October 15, 2025
Revised Proposal #2891-2
Rick Engineering
c/o Travis Koch, PE, Associate
1160 Marsh Street, Suite 150
San Luis Obispo, CA 93401
(805)-544-0707
[email protected]
Subject: City of Paso Robles, River Road Bike Path
Althouse and Meade, Inc. (A&M) is pleased to provide this scope of work and cost estimate for the following biological services for a new public bike path extension along the eastern bank of a secondary channel within the Salinas River. The proposed bike path would parallel the west side ofN. River Road, where the southern extent crosses Union Road and the northern extent crosses and extends onto River Oaks Drive (approximately 1.25 mile in length).
Note that the City of Paso Robles will need a CEQA analysis. It will likely be a Mitigated Negative Declaration. The CEQA document, or proof that an environmental analysis has been completed, is supplemental to, and a required component of, waterway permit applications. The CEQA analysis must be complete prior to waterway permits issuance.
Task 1
Task2
Wetland Delineation Report
A wetland delineation report will be prepared to accurately determine jurisdictional status of aquatic features. Estimated costs include two site visits. Wetland delineation report will be based on current USACE definitions. The wetland delineation report will support future wetland/waterway permit applications and include soil investigation sheets, assessment of hydrology and hydrophytic vegetation, representative cross-sections, photographs, and maps (approximately 130 hours).
Biological Resource Assessment and Tree Report
A Biological Resource Assessment (BRA) will be prepared to support California Environmental Quality Act (CEQA) analysis. A&M will prepare a BRA to address City of Paso Robles requirements, including assessment of native trees. The report would cover areas to be disturbed as part of potential future bike path development impacts. A&M will conduct a site survey to describe onsite conditions and search for rare species' habitat. A native tree protection/impact assessment, and a determination of jurisdictional status of the onsite drainage will be included in the report. The report will address potential impacts to biological resources known from the area.
Attachment 3
Althouse and Meade, Inc.
Task3
Proposal 2891-2
Mitigation measures will be included where appropriate. Cost assumes no rare species mapping or protocol level wildlife surveys, but recommendations will be made if additional work is warranted. Task includes one seasonally appropriate site visit, CNDDB data search, report writing, analysis, and recommendations (approximately 166 hours).
Prepare Project Description, CEQA Initial Study, and Coordination A project description and CEQA Initial Study document will be prepared by A&M to support City of Paso Robles staff. This assumes close coordination with City of Paso Robles planning staff who will prepare and file the CEQA document [i.e.
Mitigated Negative Declaration (MND), and Notice of Determination (NOD)]. Cost does not include a cultural resource subcontract to perform a Cultural Resources Inventory/ Phase 1 Analysis. Cost does not include filing fees with CDFW/ State Clearinghouse.
Services will include supporting the City of Paso Robles permit process, coordination with project engineer and subcontractors, and preparation of CEQA Initial Study (checklist below). Task includes correspondence, coordination, and meetings on an as needed basis. Review, edit, finalize documents and other project-related requests to ensure CEQA regulatory framework is met. Services will maintain alignment of project goals and management actions (approximately 238 hours). We will include review, analysis, and compilation of all the CEQA initial studies topics (see below), but scope does not include additional technical studies that may be needed. □ Aesthetics □ Agricultural Resources □ Air Quality
□ Biological □ Cultural Resources □ Geology and Soils
Resources
□ Greenhouse Gas □ Hazards & Hazardous □ Hydrology/Water Emissions Materials Quality
□ Land □ Mineral Resources □ Noise
Use/Planning
Paleontological □ Population/Housing □ Public Services
Resources
□ Recreation □ Transportation/Traffic □ Tribal Cultural Resources
□ Utilities/Service □ Mandatory Findings of Significance Systems
2 Attachment 3
Althouse and Meade, Inc.
Task
2 3
Total Cost Estimate: $81,906
Description
Prepare Wetland Delineation Report
Prepare Biological Resource Assessment and Tree Report
Prepare Project Description, CEQA Initial Study, and Coordination 2% Administrative Fee
Total Estimate
Cost Estimate*
$18,100
$22,600
$39,600
$1,606
$81,906
*Cost Estimate - billing per the attached Fee Schedule; amounts stated include labor, materials, 2% admin fee, and all project charges.
Estimated Timeframe to Complete Tasks:
Wetland Delineation Report 106d 0:l/02/26 06129126
A&M complete wetland delineation surveys 30d 02/02/26 03/13/26 Coordinate with Project Engineer and City regarding project design 14d 03/16/26 04102126 A&M finalize data sheets, write report, analysis, and figures 60d 03/16126 06/05/26 A&M complete final draft and send to Project Engineer and City for review 1d 06/08/26 06/08/26 Receive comments and edits for Project Engineer and City 14d 06/09/26 06/26/26 Address comments and edits from Project Engineer and City 14d 06/09/26 06/26/26 Finalize wetland delineation report 1d 06/29/26 06/29/26 Biological Resources Assessment and Tree Report 91d 04/03/26 08l07126 A&M receives project design files from Project Engineer 1d 04103/26 04/03/26 A&M complete biological spring surveys, habitat assessment, and tree 30d 04/06126 05/15/26 survey
Start writing report, habitat assessment, impact, figures, analysis, and 30d 05118/26 06/26/26 formulate MM/ recommendations
A&M complete biological late season survey 30d 05/18/26 06/26/26 A&M finalrze Biological Resources Assessment and Tree Report 30d 06/29/26 08/07/26 Proposal 2891-2 3
Attachment 3
Althouse and Meade, Inc.
Prepare Project Description, CEQA Initial Study, and Coordination 319d 04/03/26 06/23/27 A&M receives project design files from Project Engineer 1d 04/03/26 04/03/26 A&M write Project Description and coordinate with Project Engineer and 30d 04/06/26 05/15/26 City on final design
A&M engage cultural resources investigator as a sub-consultant 3d 04/06/26 04/08/26 A&M go through CEQA Initial Study, research, analysis, and start writing 30d 04/09/26 05/20/26 findings
Coordinate with Project [ngineer and City, receive other studies needed 30d 05/21/26 07/01/26 for Initial Study findings (cultural, hydrology, air quality, etc ... ) Finalize biological resources findings for CEQA initial study 7d 07/02/26 07/10/26 Incorporate cultural study findings in CEQA Initial Study 7d 07/02/26 07/10/26 Incorporate other studies and write Initial Study findings for rest of 14d 07/13/26 07/30/26 document
Meet with City and Project Engineer 7d 07/31/26 08/10/26 Incorporate City requests, finalize figures 14d 08/11/26 08/28/26 Finalize draft CEQA Initial Study and provide to Project Enginee, ru, 14LI 08/31/20 09/17/20 review
A&M respond to Project Engineer's comments and edit document 14d 09/18/26 10/07/26 Project draft to the City for review 30d 10/08/26 11/18/26 A&M respond to comments from City and incorporate comments 14d 11/19/26 12/08/26 City review final draft of CEQA Initial Study and prepare for public review 30d 12/09/26 01/19/27 A&M coordinate with City public review documents, postings, and fees 14d 01/20/27 02/08/27 CEQA Initial Study/ MND posted at the State Clearinghouse and goes 30d 02/09/27 03/22/27 out for public review
Respond to public review comments 30d 03/23/27 05/03/27 Finalize CEQA Initial Study and MND, receive City Council approval 30d 05/04/27 06/14/27 File Notice of Determination 7d 06/15/27 06/23/27
Timing: Work will begin upon return of our signed proposal. This proposal is valid for 45 days.
Terms: Contract is a Not to Exceed estimate to be billed on a Time and Materials (T &M) basis.
Payment for services
Payment is due upon presentation of invoice and must be received within 30 days of invoice date.
If payment is not received within 30 days of invoice date, a finance charge (1.5% per month) will be assessed from the invoice date. Please contact us if other arrangements are necessary. Melanie Munns ([email protected]) is our point of contact for invoicing.
Additional work
If, in our professional judgment, additional work is determined to be necessary it will be billed at our hourly rates. Additional work will only be conducted when agreed to by the client or the client's agent.
Proposal 2891-2 4
Attachment 3