4. Approval of Employment Resolutions for the Following Unrepresented Labor Groups for the Period of 7/1/2025 thorough 6/30/2029: - Confidential Unit - Professional, Technical and Supervisory Unit - Recreation/Childcare Group

City of Piedmont

COUNCIL AGENDA REPORT
DATE: October 20, 2025
TO: Mayor and Council
FROM: Rosanna Bayon Moore, City Administrator
SUBJECT: Consideration of Employment Resolutions for the Following Unrepresented Labor Groups for the Period of 7/1/2025 thorough 6/30/2029:
a) Confidential Unit
b) Professional, Technical and Supervisory Unit
c) Recreation/Childcare Group

RECOMMENDATION
By motion, approve Compensation and Benefits Resolutions between the City of Piedmont and the unrepresented labor groups and individuals effective July 1, 2025 through June 30, 2029:
• Confidential Unit
• Professional, Technical and Supervisory Unit
• Recreation/Childcare Group

BACKGROUND
The Employment Resolutions for all unrepresented groups expired on June 30, 2025. All terms of the attached Compensation and Benefits Resolutions are fully reflective of City Council directives.

Changes demonstrate the City’s value of work performed by employees to provide quality services to Piedmont residents and businesses and ensures employee compensation is financially sustainable in both the short term and long term. Key provisions of the agreements are as follows:
• Four-year term from July 1, 2025 to June 30, 2029
• Salary increases:
o 3.25% increase effective July 1, 2025;
o 3.0% increase effective July 1, 2026, July 1, 2027 and July 1, 2028; o Based upon a total compensation survey of our comparable cities prepared earlier this year, the base pay for the following positions will be increased effective July 1, 2025: Associate Planner, Communications Officer, Human Resources Administrator, Planning Technician I/II, Plans Examiner, Public Safety Dispatch Supervisor, Recreation Program Coordinator, Recreation Supervisor and Senior Planner. Increases reflect the City’s practice of being within 3% of the median of our comparable cities.
• Healthcare:
o Modest increases to City’s healthcare benefits for current and retired employees. • Update to bereavement leave to comply with California law effective January 1, 2025. • Juneteenth added as a paid holiday.
• Established compensation terms for the Public Safety Dispatch Supervisor position that mirror the incentive structure provided to Public Safety Dispatchers in the SEIU General Employee Unit’s MOU.
• Clean up language incorporated as revisions to assist with administration of Resolutions in line with City policy.
• Retroactivity of applicable terms to July 1, 2025.

Attachments: Resolutions for:

1. Confidential Unit

2. Professional, Technical and Supervisory Unit

3. Recreation/Childcare Group
By: Stacy A. Jennings, Human Resources Administrator
Kiran Bawa, Finance Director
Agenda Report Page 2
Confidential Unit City of Piedmont

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RESOLUTION NO. (#) 97A-2021 OF THE CITY COUNCIL OF THE CITY OF PIEDMONT

APPROVING A POLICY STATEMENT REGARDING THE UNREPRESENTED

CONFIDENTIAL UNIT MEMBERS AND SETTING FORTH OTHER TERMS AND CONDITIONS OF EMPLOYMENT.

BE IT RESOLVED BY THE CITY COUNCIL OF THE CITY OF PIEDMONT AS FOLLOWS:

SECTION 1 - POLICY STATEMENT REGARDING CONFIDENTIAL UNIT The Confidential Unit shall be composed of the following classifications of employment:

Accountant
Administrative Assistant
Administrative Services Technician I/II
Deputy City Clerk
Fiscal Services Technician
Video Communications Specialist/Television Station Manager KCOM Although primarily assigned to clerical functions, these Confidential employees are expected to frequently work additional hours necessary to fulfill their special responsibilities, and maintain all sensitive information in a confidential manner.

SECTION 2 - HOURS OF WORK

The regular daily work schedule for Confidential employees shall be seven and one-half (7- 1/2) hours. The regular weekly work schedule for Confidential employees shall be thirtyseven and one-half (37.5) hours, and full-time employees on a regular schedule shall work a minimum workweek of thirty seven and one-half (37.5) hours in a seven (7) consecutive day period.

Alternative Workweek
An employee may request an alternative 9/75 work schedule. The City may approve the request if the City determines that the requested alternative work schedule will meet the department’s and the City’s needs and will not incur overtime beyond the City’s usual and customary overtime needs under the regular work schedule. Approval of an alternative 9/75 work schedule is solely at the City’s discretion and is not subject to any grievance procedure.

If the City approves an employee’s alternative 9/75 work schedule request, the City will designate in writing the employee’s new workweek and work schedule. The schedule shall consist of 8.33 hours on four consecutive days during the calendar week plus an additional

8.33 hour day every other week. Accordingly, each workweek shall consist of 37.5 hours, and Attachment #1 Agenda Report Page 3
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a non-exempt employee shall not be entitled to overtime pay unless the employee works in excess of this schedule.

Once an alternative workweek schedule has been approved by the Department Head and City Administrator, and a workweek has been designated for an employee, no changes, including a temporary change, may be made without the prior written approval of the Human Resources Department.

2.2 Overtime
Overtime work is work performed in excess of the regular daily work schedule of the regular weekly work schedule and which is authorized by the employee’s supervisor. Paid holidays, vacation leave and paid sick leave shall count as time worked for the purpose of computing weekly overtime.

Hours worked in excess of the regular daily or weekly schedule shall be paid at the overtime rate which shall be one and one-half (1-1/2) times the straight-time hourly rate.

Employees working overtime may elect, with the permission of the department head, to receive compensatory time off in lieu of overtime pay. Compensatory time off shall be accrued at the rate of one and one-half (1-1/2) hours for each hour worked. Compensatory time off may be accumulated to a maximum of ninety (90)one hundred and twelve and one half (112.5) hours. Employees desiring to utilize compensatory time off may do so with the permission of their department heads.

2.3 Work Performed During Disaster
As required by law, all City employees are disaster service workers, subject to such disaster service activities as may be assigned to them by the City or by law.

SECTION 3 - SALARY ADMINISTRATION

3.1. Salaries – Monthly
Wages for each classification in the Confidential Unit are shown in Appendix A. The rates of pay shown in Appendix A reflect the following cost-of-living increases during the term of this Resolution:
 3.25% effective July 1, 20251
 3.00% effective July 1, 20262
 3.0025% effective July 1, 20273
 3.0025% effective July 1, 20284
If, during the term of this Resolution, any other bargaining unit is offered a cost of living increase greater than the increases shown above for the same fiscal year, then the difference between the increase for the other bargaining unit and the increase provided under this Resolution will take effect for the Confidential Unit.

3.2 Salary at Time of Employment
Attachment #1 Agenda Report Page 4
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The beginning or normal hiring rate shall usually be at the first step of the range. Every new employee shall be paid the first step on employment except that the City Administrator may authorize employment at a higher step, if appropriate.

3.3 Eligibility for Advance in Pay
Subject to approval as described below, employees shall usually advance from Step 1 through Step 5 in accordance with the time-in-step requirements outlined in Appendix A. The time-instep requirements shall apply before an employee is eligible for advancement in pay. When an employee demonstrates outstanding job performance, the City may advance the employee to the next step before the employee completed the time-in-step requirements.

Advancement in pay when approved shall be effective at the beginning of the first pay period immediately following completion of the time-in-step requirement outlined in Appendix A. If an employee is on leave without pay for more than one month, the period shall be deducted from accumulated time-in-step.

3.4 Attaining Advancement
An employee, in order to be advanced in steps, must demonstrate that advancement is merited on the basis of job performance. Advancements shall not be made solely because employees are eligible according to time-in-step requirements. Good attitude and personal conduct, work accomplished, conscientious attendance, safety alertness, efforts at self-improvement, and other factors of individual achievement must be evident as appropriate to the position.

3.5 Use of Performance Rating in Determining Whether Step Advancement is Merited Performance ratings shall guide supervisors and department heads in determining whether step advancement has been earned and should be recommended to the City Administrator.

Performance ratings shall be completed by the supervisor for each employee on an annual basis, or sooner if necessary.

3.6 Withholding Step Advancement
Department heads have the authority and responsibility to recommend to the City Administrator that step advancements be withheld if they are not merited. Department heads shall keep their employees informed about their job performance, giving good work its proper recognition, noting deficient work, and attempting to assist toward improvement.

3.7 Call-Back Pay
Employees called to work on his or her day off or at a time other than their regular shift shall receive a minimum of four (4) hours of compensation. This call-back pay does not apply to extra time worked contiguous with the employee’s regularly scheduled shift.

All time actually worked during this call-back time shall be paid at the applicable overtime rate. All time in addition to actual working time shall be paid at straight time to a combined maximum of four (4) hours.

If the employee works more than four (4) hours of call-back, the total time worked shall be paid at the overtime rate. Additional hours of call-back time at the straight time shall not be applicable.

Attachment #1 Agenda Report Page 5
Confidential Unit City of Piedmont

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3.8 Training Pay
When an employee in this unit is required to train staff in other than the normal work assignment to which the employee is assigned, the employee shall receive an additional 5% salary differential, subject to the following conditions:
 The employee being trained shall not be in the same job classification as the employeetrainer;  Training of newly-appointed regular full-time staff, part-time staff and contract staff with a term of one calendar month or longer shall be included for compensation; and  Training of volunteers, instruction relating to a specific process (i.e. use of a computer program), answering individual procedural questions, and training of a replacement for one’s own position shall not be compensated.

Such training compensation shall be approved by the employee’s supervisor and the Finance Director prior to the beginning of the compensable training process. Such compensation time will normally last no longer than one calendar month for each employee trained. Should additional time be required, additional approval must be obtained from the supervisor and the Finance Director. Should more than one employee be trained concurrently, no more than a total of 5% compensation will be approved.

3.9 Educational Incentives
For any member covered under this Resolution who holds an Associate degree will be paid an additional sum per month as salary equal to one percent (1%) of the salary he/she would otherwise receive. For any member covered under this Resolution who holds a Bachelor’s degree, they will be paid an additional sum equal to two percent (2%) of the salary he/she would otherwise receive. The additional sum payable for a Bachelor’s degree shall not be cumulative with the additional sum payable for an Associate degree.

For bookkeeping purposes, the payment of any additional sum as an educational incentive provided in this paragraph shall commence on the first of the month following submission of written proof to the City Administrator that the employee has obtained the appropriate degree.

SECTION 4 - PROBATIONARY PERIOD
All new employees shall serve a probationary period of six (6) consecutive months. Any approved leave of absence during this six (6) month period shall not be counted towards fulfilling the probationary requirement and such probationary period shall be extended accordingly. During the probationary period, an employee may be discharged with or without cause and without any appeal rights.

Attachment #1 Agenda Report Page 6
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SECTION 5 – RETIREMENT BENEFITS

5.1 Retirement Plan
The City contracts with the California Public Employees Retirement System (CalPERS) for employee retirement benefits, and all eligible employees covered by this Resolution are CalPERS members.

5.1.1 Retirement — Employees Hired Before August 21, 2012 This Section 5.1.1 shall apply to employees hired before August 21, 2012, who are contributing members of CalPERS (Tier 1).

A. Final Compensation Based on the Single Highest Year
For purposes of determining a retirement benefit, final compensation for employees covered by this section 5.1.1 shall be based on the single highest year.

B. 3.0% @ 60 Pension Formula
The 3.0% at 60 pension formula shall be available to all employees covered by this section 5.1.1 who are contributing members of CalPERS.

C. Required Employee Contribution
Employees covered by this section 5.1.1 will contribute the employee contribution amount established by CalPERS for the 3.0% @ 60 Pension Formula. (The CalPERS required employee contribution amount was 8% as of the date of this Resolution.)
In the event employee contribution rates are adjusted by CalPERS during the term of this Resolution, any increased employee contribution above 8% will be paid by employees when the CalPERS increase is effective.

D. Additional Required Employee Contribution
In addition to the required employee contribution, employees covered by this section 5.1.1 will contribute an additional amount as follows:

The Employees and the City previously agreed that if the City’s total employer contribution rate for Tier 1 employees is more than 14.025%, the amount above 14.025% will be shared equally between the City (50%) and the Tier 1 employees (50%) (“Employer Contribution Rate Formula”). This Employer Contribution Rate Formula shall continue upon the expiration of this Resolution.

For Tier 1 employees, the total employee contribution maximum cap shall not exceed 14% (“Maximum Cap”). This 14% Maximum Cap Attachment #1 Agenda Report Page 7
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includes: (a) The existing 8% employee contribution; and (b) Any additional cost sharing of the employer contribution that may result from application of the Employer Contribution Rate Formula. The Maximum Cap of 14% shall continue upon the expiration of this Resolution, except employees shall be required to pay any increases to the CalPERS-established employee contribution amount, as set forth in Section C.

5.1.2 Retirement — Employees Hired On or After August 21, 2012 and Employees Hired After January 1, 2013 With Pension Reciprocity
This section 5.1.2 shall apply to employees hired on or after August 21, 2012, and employees hired after January 1, 2013 with pension reciprocity who are contributing members of CalPERS (Tier 2).

A. Final Compensation Based on Three Year Average
For purposes of determining a retirement benefit, final compensation for employees covered by this section 5.1.2 shall be based on the employee’s highest three-year average.

B. 2.0% @ 60 Pension Formula
The 2.0% at 60 pension formula shall be available to all employees covered by this section 5.1.2 who are contributing members of CalPERS.

C. Required Employee Contribution
Employees covered by this section 5.1.2 will contribute the employee contribution amount established by CalPERS for the 2.0% @ 60 Pension Formula. (The required employee contribution amount was 7% as of the date of this Resolution):

In the event employee contribution rates are adjusted by CalPERS during the term of this Resolution, any increased employee contribution above 7% will be paid by employees when the CalPERS increase is effective.

D. Additional Required Employee Contribution
In addition to the required employee contribution, employees covered by this section 5.1.2 will contribute an additional amount as follows:

The Employees and the City previously agreed that if the City’s total employer contribution rate for Tier 2 employees is more than 14.025% the amount above 14.025% will be shared equally between the City (50%) and the Tier 2 employees (50%) (“Employer Contribution Rate Formula”). This Employer Contribution Rate Formula shall continue upon the expiration of this Resolution.

Attachment #1 Agenda Report Page 8
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For Tier 2 employees, the total employee contribution maximum cap shall not exceed 8% (“Maximum Cap”). This 8% Maximum Cap includes: (a) The existing 7% employee contribution; and (b) Any additional cost sharing of the employer contribution that may result from application of the Employer Contribution Rate Formula. The Maximum Cap of 8% shall continue upon the expiration of this Resolution, except employees shall be required to pay any increases to the CalPERS-established employee contribution amount, as set forth in Section C.

5.1.3 Retirement — Employees Hired On or After January 1, 2013 Without Pension Reciprocity
This Section 5.1.3 shall apply to employees hired on or after January 1, 2013, without pension reciprocity, who are contributing members of CalPERS (Tier 3).

A. Final Compensation Based on Three Year Average
For purposes of determining a retirement benefit, final compensation for employees covered by this section 5.1.3 shall be based on the employee’s highest three-year average.

B. 2.0% @ 62 Pension Formula
The 2.0% at 62 pension formula shall be available to all employees covered by this section 5.1.3 who are contributing members of CalPERS.

C. Required Employee Contribution
Employees covered by this section 5.1.3 will contribute 50% of normal costs as established by CalPERS for the 2.0% @ 62 Pension Formula. The required contribution amount was 6.75% as of the date of this Resolution.

In the event employee contribution rates are adjusted by CalPERS during the term of this Resolution, the employee contribution will be recalculated based upon the updated required employee contribution rate established by CalPERS.

5.1.4 Retirement – All Employees
The City will maintain the IRS 414(h)(2) provision allowing the employee to defer State and Federal income taxes on their CalPERS contributions.

5.2 ICMA Deferred Compensation
Employees shall be able to participate voluntarily in the City of Piedmont deferred compensation 457 plan, administered by ICMAMission Square.

Attachment #1 Agenda Report Page 9
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SECTION 6 HOLIDAYS

6.1 Holidays Observed
There shall be twelve thirteen (132) designated paid holidays:

In addition to the twelve (12)thirteen (13) designated paid holidays, there shall be one floating holiday on a date mutually agreeable between the individual employee and the department head.

Each employee eligible for the above holidays shall be paid 7.5 hours at the employee’s regular straight time hourly rate for each holiday. If the employee works a modified work schedule, the employee shall have the option of working the number of hours above the 7.5 hours of holiday pay in order to account for a full workday or shall have the option of using time from a leave bank in order to be paid for a full workday. Any hours worked in order to account for a full workday on the holiday will be paid at the employee’s straight time hourly rate.

If any other bargaining unit in the City of Piedmont negotiates for an additional paid holiday, the same holiday will take effect for the Confidential unit. Also, any day proclaimed by the City Council as a holiday for City employees will be observed.

6.2 Employee’s Birthday
The employee’s birthday may be taken as a paid holiday or may be celebrated on a date other than that on which the birthday falls, subject to approval of the department head. Such alternative day shall be taken in the calendar year in which the birthday occurs. Failure to take the holiday within the calendar year shall result in forfeiture of the holiday.

6.3 Holiday to be Observed on Workdays
In the event that any holiday listed above shall fall on a Saturday, such holiday shall be observed on the proceeding Friday. In the event that any holiday listed above shall fall on a Sunday, such holiday shall be observed on the following Monday.

Attachment #1 Agenda Report Page 10
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SECTION 7 - VACATION LEAVE

7.1 Vacation Accrual Rates
Employees shall accrue annual vacation leave as follows:
1 through 4 years: 82.5 hours
5 through 8 years: 112.5 hours
9 through 11 years: 127.5 hours
12 through 14 years: 142.5 hours
15 through 18 years: 150.0 hours
19 through 22 years: 165.0 hours
23 years and after: 187.5 hours
Employees shall be eligible for vacation leave after the completion of six (6) months service.

The City Administrator has sole authorization to credit newly hired and current employees with additional time for relevant service with a prior employer, up to a maximum of five (5) years.

7.2 Date When Vacation Accrual Starts
Vacation accrual shall begin to accrue as of the date of employment. In the event the date of employment is not the first (1st) day of the pay period, then the vacation credit for that pay period shall be prorated in accordance with the actual time worked in the pay period. Vacation accrual will not be credited during unpaid leave with the exception of time list under Worker’s Compensation provisions.

7.3 Holiday Falling During Vacation
In the event that a holiday specified above occurs during a period of authorized vacation leave, said holiday shall be charged as a holiday, not a day of vacation leave.

7.4 Use of Sick Leave During Vacation
An employee who is injured or becomes ill while on vacation may be paid sick leave in lieu of vacation, provided that the employee provides a doctor’s certificate verifying the illness or injury for was hospitalized during the period in which sick leave is claimed.

7.5 Accumulation
An employee shall be allowed to accumulate a maximum of two (2) year’s vacation accrual at any one (1) time.

7.6 Sellback of Vacation
An employee may elect to convert for payment in cash a maximum of one (1) years unused vacation days each City fiscal year (from July 1 to June 30), provided that two weeks of vacation and/or leave is taken in the fiscal year the vacation sellback takes place. This right to sellback shall only be in effect provided that one week of vacation accrual remain on the books after the vacation sellback takes place. The payment shall be computed at the employee’s current salary rate, provided adequate funds are available in the effected department’s budget as determined by the City Administrator.

Attachment #1 Agenda Report Page 11
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SECTION 8 - SICK LEAVE

8.1 Accrual
An employee shall accrue sick leave at the rate of 4.69 hours for each pay period of service (based upon a semimonthly pay period). Sick leave accrual will not be credited during unpaid leave with the exception of time lost under Worker’s Compensation provisions.

8.2 Usage
Employees are entitled to use their earned sick leave benefits to be off work without the loss of compensation under the following conditions:

A. For the employee's own illness or injury or for the illness or injury of the employee’s family member. For purposes of this Section, “family member” is defined as a biological, adopted, or foster child; stepchild; legal ward, or a child to whom the employee stands in loco parentis; a biological, adoptive, or foster parent; stepparent, or legal guardian of an employee, or a person who stood in loco parentis when the employee was a minor child; spouse; registered domestic partner; grandparent; grandchild; or sibling.

B. For the employee's receipt of required medical or dental care or consultation or for the required medical or dental care or consultation of the employee’s family member.

C. For employees who are victims of domestic violence, sexual assault or stalking as specified in state law.

D. The employee’s supervisor may require medical certification or other substantiating evidence of illness for any period for which such leave is sought. Such requests shall not be made on an arbitrary or discriminatory basis.

E. Each hour of illness or injury shall be deducted from the employee's accumulated sick leave benefits.

F. Employees shall be entitled to use a maximum of 56.28 hours of accumulated sick leave in any calendar year to attend to the illness of a sick family member as defined in Section 8.2(A).
*A registered domestic partnership requires filing an Affidavit of Domestic Partnership with the Secretary of State.

8.3 Lapse
In the event of termination or resignation, all unused sick leave shall lapse and not carry over or be owed to the employee in cash or otherwise.

8.4 Catastrophic Leave Program
Classified employees in the Confidential Unit may be eligible to receive donations of paid leave as described in the City’s Personnel Rules.

Attachment #1 Agenda Report Page 12
Confidential Unit City of Piedmont

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SECTION 9 LEAVES

9.1 Bereavement Leave
In the case of death within the of an immediate family member of an employee, such employee shall be entitled to leave from duty with pay for a period of up to three (3) working days for each death. For the purpose of this section, an employee’s The “immediate family member” of any employee, for the purpose of this section, shall be defined as: Spouse, mother, father, stepparent, sister, brother, child, grandmother, grandfather, mother-in-law, father-in-law, daughter-in-law, son-in-law, grandchildren and registered domestic partner.

Such leave shall not be charged against vacation or sick leave which an employee may be entitled to, but may be in addition thereto. In addition to the three (3) working days of paid bereavement leave, employees may use an additional two (2) working days of leave for each instance of bereavement taken either as unpaid time or from the employee’s accrued vacation, sick leave or comp time as requested by the employee. Bereavement leave may be taken intermittently or consecutively but must be used within three (3) months of the death. Paid bereavement leave does not accrue, has no cash value and does not accumulate over time.

Bereavement leave is in addition to and separate from vacation or sick leave provided in this Resolution.

In the event of a death in the employee’s family outside of the definition of immediate family member as provided above, an employee may apply to the City Administrator and request bereavement leave.

9.2 Leave of Absence Without Pay
An employee desiring a leave of absence without pay from his/her employment for any reason shall secure written permission from the City Administrator.

During any approved leave of absence the employee shall not be engaged in gainful employment unless authorized to do so by the written permission of the City Administrator.

The City Administrator may terminate any employee who violates the terms and conditions of the written permission for the leave or extension thereof. The maximum leave of absence shall be for one (1) year.

9.3 Military Leave
Employees who are called upon to perform active annual training duty or temporary special services as a member of any Armed Forces reserve, and who lose time from their regular scheduled workweek, shall be paid the difference between the pay received from the federal or state government (for such reserve duty) and their normal weekly earnings, not to exceed two (2) weeks annually. Employees should refer to City policy for additional information on military leave granted pursuant to the Family Medical Leave Act and the California Family Rights Act.

9.4 Jury Duty
Any employee required to serve as a juror in a civil or criminal action pending in a court of the State of California, or any Federal Court convening in the State of California, or any employee Attachment #1 Agenda Report Page 13
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required to report for the selection of a jury in any of these courts shall receive pay for the time such service requires his/her absence from work; provided, however, that the City Administrator may require proof of the time such service was required and any monies received for jury service shall be remitted to the City. Furthermore, the employee shall not have his or her regular starting or quitting time changed as a result of being called for jury service.

9.5 Pregnancy Disability Leave
Pregnancy Disability Leave shall be granted in accordance with federal, state and local law.

Pregnancy disability leave is a leave of absence necessitated by an employee’s medical disability that is attributable to pregnancy, childbirth or related medical conditions. It includes leave needed for prenatal care, prenatal complications, and morning sickness.

Employees may take up a maximum of four months (88 work days for a full time employee) of pregnancy disability leave per pregnancy. Medical certification is required, and the length of the pregnancy disability leave will depend on the medical necessity for the leave. An employee shall be entitled to use sick leave, vacation or leave without pay to the cumulative total of four (4) months.

Except where medical circumstances preclude such notice, an employee who plans to take pregnancy leave shall give the City at least thirty (30) days advance notice where practicable, and an estimate of the duration of her absence when such information is available to her.

Pregnancy disability also is a “serious health condition” under the FMLA so that, for employees who qualify for FMLA medical leave, health insurance will continue to be paid by the City for at least a combined total of 12 work weeks in any 12-month period.

The employee shall notify the City at least twenty (20) working days prior to her return from pregnancy leave of her intention to return to work, and provide the City with satisfactory written verification from a physician or other licensed health care practitioner of her ability to return to work.

For additional information about pregnancy leave, see the City Personnel Rules.

9.6 Family and Medical Leave
Employees are eligible for unpaid leave under the federal Family and Medical Leave Act (FMLA) and the California Family Rights Act (CFRA). The provisions of this Resolution will be applied in conformance with the provisions of FMLA and the CFRA in effect at the time the leave is granted and in conformance with City policies and practice. Employees should refer to the City’s Personnel Rules for additional information.

SECTION 10 - INJURY PAY
An employee who first loses time from work as the result of a work- related illness or injury shall receive their normal salary for the duration of the disability or thirty (30) working days. Such excess period shall be compensated by paid benefits pursuant to State Workers’ Compensation laws. The employee shall be entitled to use accrued sick leave, compensatory time or vacation to supplement Attachment #1 Agenda Report Page 14
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such worker’s compensation benefits. In no case shall the employee be entitled to receive more than 100% of the normal salary.

An employee who has returned to work after a period of disability as the result of an original injury and subsequently loses time from work again as the result of an aggravation of or reoccurrence of the original injury shall in no case receive their normal salary for a period of time to exceed thirty (30) working days, including those days first lost from work as the result of the original injury.

SECTION 11 HEALTH PLAN AND LIFE INSURANCE

11.1 Flexible Benefit Plan
Effective January 1, 1993, pursuant to Section 125, Section 105, Section 106 and Section 129 of the Internal Revenue Code, the City established the City of Piedmont Flexible Benefit Plan to provide taxable and non-taxable benefits to its employees and to permit employees to choose which of the benefits they wish to receive.

The City shall maintain the Flexible Benefit Plan which includes accounts for health care expenses, dependent care expenses and premium contributions. The City may pay the employer contribution toward medical premiums (less the statutorily mandated PEMHCA minimum paid directly to CalPERS) through the Flexible Benefit Plan. The parties understand that the City’s use of the Flexible Benefit Plan as a vehicle for its premium contributions does not change the City or employee’s contribution to medical insurance premiums as described in this Section 11.

11.2 Hospitalization and Medical Care
Effective January 1, 1997, the City began providing CalPERS medical program benefits to active employees and retirees in accordance with the Public Employees’ Medical and Hospital Care Act (“PEMHCA”).

11.2.1 Basic City Contribution
For all employees and retirees, the City pays the PEMHCA statutory minimum contribution toward medical insurance benefits, as required by CalPERS, and as determined by CalPERS under Government Code Section 22892.

11.2.2 Supplemental City Contribution
In addition to the basic City contribution, the City shall contribute a supplemental amount toward medical insurance premiums as described below.

The City and employees share the cost of medical insurance premiums. The City’s maximum contribution toward the monthly premium costs of an employee’s medical benefits is based on the 2021 CalPERS Kaiser Bay Area premiums plus fifty percent (50%) of subsequent annual premium increases for the CalPERS Kaiser Bay Area premiums and includes the PEMHCA statutory minimum.

For the 2021 plan year, the City’s monthly contributions towards eligible employees’ elected medical coverage, inclusive of the basic City contribution of the PEMHCA statutory minimum contribution, are as follows:

The City and employees share the cost of medical insurance premiums. Effective July 1, 2025, the City’s monthly contribution toward eligible employees’ elected medical Attachment #1 Agenda Report Page 15
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coverage, inclusive of the basic City contribution (i.e., the PEMHCA statutory minimum), shall be as follows:
 Employee only: $813.641,075.49
 Employee +1: $1,627.282,150.99
 Employee +family: $2,115.462,796.28
Each plan year, the City shall adjust its contributions towards the monthly premium costs of an employee’s medical benefits by an amount equal to fifty percent (50%) of any increase in the above-mentioned 2021 monthly premium rates for the CalPERS Kaiser Bay Area plan at all coverage levels (i.e., employee only, employee + 1 and employee + family). Employees are responsible for the remaining fifty percent (50%) of any premium increases for the CalPERS Kaiser Bay Area plan. Employees electing medical plans and coverage levels that exceed the City’s maximum contribution are responsible for paying the difference through automatic payroll deduction.

11.2.3 Opt Out Election
Effective May 1, 2018, an employee who has medical insurance coverage as a result of being an eligible dependent of another City employee, who has medical insurance coverage as an eligible dependent of a person employed elsewhere, or who otherwise has medical insurance coverage, may elect not to participate in the medical insurance plans offered by the City and may elect to receive $500 per month in lieu of the amount the City would otherwise contribute for medical insurance for the employee. To elect cash in lieu, the employee must sign a waiver of medical insurance coverage provided by the City and provide proof of medical insurance coverage to Human Resources annually before the end of the open enrollment period.

11.3 Dental Insurance Plan
The City shall pay the cost of providing each eligible employee and his/her eligible dependents dental care benefits under a group insurance plan. Orthodontic care is included in the group policy, and covers up to 70% of the cost for adults and children (lifetime maximum of $5,000).

11.4 Vision Plan
The City shall provide and pay the cost of providing each eligible employee and his/her eligible dependents vision coverage under a group insurance plan.

11.5 Life Insurance and Accidental Death and Dismemberment Insurance The City shall pay the cost of providing each employee with a group term life insurance policy in effect at the time of this resolution, in an amount equal to twice the employee’s gross annual salary, rounded to the nearest one thousand-dollar ($1,000) increment. The City shall also provide and pay for Accidental Death and Dismemberment insurance. The City’s payment shall cease upon the employee’s separation from City service, but the employee may elect to retain such policy (if conversion if available) at his/her sole expense.

11.6 Alternative Coverage
In the event that it may be possible to provide an alternative life insurance, dental coverage, or vision coverage as nearly comparable as possible to the benefits in effect at the date of this Attachment #1 Agenda Report Page 16
Confidential Unit City of Piedmont

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resolution without additional cost to the City or the employees, the City may substitute new insurance carriers.

11.7 Employee Assistance Plan
The City shall provide an Employee Assistance Plan at no cost to the employee.

11.8 Disability Insurance
The City shall provide at no cost to the employee, a salary continuance disability insurance policy in effect at the time of this resolution, or any such successor program which provides an essentially comparable benefit, providing disability benefits equal to sixty (60%) percent of any employee’s current gross salary following a sixty (60) day absence due to non-job related injury or illness.

Effective April 1, 2000, the Confidential Unit elected to have State Disability Insurance (SDI) withholding. Employee’s wages are subject to State Disability Insurance withholding under Section 710.5 of the California Unemployment Insurance Code.

11.9 Retiree Medical Insurance - Employees Hired Before May 1, 2018

11.9.1 For current employees hired before May 1, 2018, who retire from the City while meeting the eligibility requirements for CalPERS retiree health insurance, the City shall pay directly to CalPERS the PEMHCA minimum as determined by CalPERS under Government Code Section 22892. In addition, the City shall make available a Retiree Health Reimbursement Arrangement (HRA). Through the HRA, the City will continue to provide to eligible CalPERS annuitants monthly contributions for medical insurance premiums according to the following formula: (# of years City has contracted w/PEMHCA) x (5%) x (City’s contribution for active employees).

The City’s contribution for annuitants is adjusted annually according to this formula and the annual adjustment to the minimum monthly employer contribution cannot exceed $100.00. The amount paid by the City on behalf of annuitants and/or their eligible survivors shall increase annually under this formula until the City’s contributions for annuitants and active employees are the same.

For 2021,As of July 1, 2025, the City’s contributions for annuitants are as follows:

Kaiser Premium: Total
Employer
Contribution
% of
Premium
Retiree Pays
Employee $813.64 $813.64 100.00% $0.00
Employee
+ 1
$1,627.28 $1,627.2836 100.00% $0.00
Employee +
Family
$2,115.46 $1,747.26 82.59% $368.20
Attachment #1 Agenda Report Page 17
Confidential Unit City of Piedmont

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Coverage:

Kaiser
Premium:

Total Employer
Contribution:
% of
Premium:

Retiree
Pays:

Retiree $1,112.90 $1,075.49 96.64% $37.41
Retiree + 1 $2,225.80 $2,150.99 96.64% $74.81
Retiree + family $2,893.54 $2,147.26 74.21% $746.28

11.9.2 Effective August 1, 2012, all active employees who will be eligible for retiree medical benefits described in this Section 11.9 will have the City reduce their pay by $50 semimonthly by payroll deduction and have the City contribute such amounts to retiree benefits.

11.10 Retiree Medical - Employees Hired On or After May 1, 2018 For employees hired on or after May 1, 2018, the City’s maximum contribution toward CalPERS retiree medical coverage shall be the PEMHCA minimum contribution as determined by CalPERS under Government Code Section 22892. Employees hired on or after May 1, 2018, are not eligible for the Retiree HRA described in Section 11.9.

SECTION 12 - MISCELLANEOUS PROVISIONS

12.1 Professional Development Reimbursement
The City shall reimburse an employee for tuition and books for courses of study at an approved and accredited college or junior college, during non-work hours. Additionally, the City encourages and supports staff to pursue, during non-work hours, professional development training in order to increase their job skills and knowledge for their current position or advancement opportunities. A variety of professional development activities can be reimbursed, such as fees for workshops, seminars, or adult school classes.

To be eligible for approval for reimbursement, the subject matter content of the course must be related to the employee’s work assignment, promotional opportunities, transfer opportunities, or the course is required for the attainment of a degree or certificate program. The maximum reimbursement amount is one thousand five-hundred dollars ($1,500) per fiscal year.

The employee must have his/her request approved by the department head and/or City Administrator, which approval is subject to available budgeted funds, prior to enrolling in the course in order for the employee to be assured of reimbursement. Upon completion of the course, the employee must submit appropriate receipts, along with a copy of the grade sheet or certificate indicating attendance in, or a passing grade, in order to be eligible for reimbursement.

12.2 Coordination with Personnel Rules
This statement of compensation and benefits Resolution shall be considered supplemental to the provisions of the City Personnel Rules, which are hereby made of this document by reference thereto. In the event of any conflict between the Personnel Rules and this statement of benefits Resolution, the former shall prevail.

Attachment #1 Agenda Report Page 18
Confidential Unit City of Piedmont

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12.3 Child Care Programs
The children of the employees covered by this Resolution are eligible to attend the Skipping Stones, Kinder Konnex, Camp Everything and Schoolmates programs at no charge.

Eligibility to attend these programs are based upon availability.

The children of the employees covered by this Resolution are eligible to attend the Piedmont Recreation Department (PRD) preschool program, Schoolmates programs and PRD run Summer Camps at no charge. Eligibility to attend these programs are based upon availability.

Attachment #1 Agenda Report Page 19
Confidential Unit City of Piedmont

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Appendix A
Confidential Unit Salaries
Effective 7/1/2025
%
Increase
Step 1
0‐6 Mo
Step 2
7‐18 Mo
Step 3
19‐30 Mo
Step 4
31‐42 Mo
Step 5
43mo +
Accountant 3.25% $8,405.58 $8,827.88 $9,268.75 $9,729.25 $10,223.82 Administrative Assistant 3.25% $6,464.48 $6,794.88 $7,131.48 $7,485.63 $7,861.46 Administrative Services Tech I 3.25% $7,056.11 $7,410.25 $7,779.89 $8,168.11 $8,572.85 Administrative Services Tech II 3.25% $8,405.58 $8,827.88 $9,268.75 $9,729.25 $10,223.82 Deputy City Clerk 3.25% $7,721.04 $8,112.35 $8,515.03 $8,942.48 $9,385.43 Fiscal Services Technician 3.25% $7,056.11 $7,410.25 $7,779.89 $8,168.11 $8,572.85 Video Comm Spec/TV Mgr 3.25% $8,405.58 $8,827.88 $9,268.75 $9,729.25 $10,223.82 Effective 7/1/2026
%
Increase
Step 1
0‐6 Mo
Step 2
7‐18 Mo
Step 3
19‐30 Mo
Step 4
31‐42 Mo
Step 5
43mo +
Accountant 3% $8,657.75 $9,092.72 $9,546.81 $10,021.13 $10,530.53 Administrative Assistant 3% $6,658.41 $6,998.73 $7,345.42 $7,710.20 $8,097.30 Administrative Services Tech I 3% $7,267.79 $7,632.56 $8,013.29 $8,413.15 $8,830.04 Administrative Services Tech II 3% $8,657.75 $9,092.72 $9,546.81 $10,021.13 $10,530.53 Deputy City Clerk 3% $7,952.67 $8,355.72 $8,770.48 $9,210.75 $9,666.99 Fiscal Services Technician 3% $7,267.79 $7,632.56 $8,013.29 $8,413.15 $8,830.04 Video Comm Spec/TV Mgr 3% $8,657.75 $9,092.72 $9,546.81 $10,021.13 $10,530.53 Effective 7/1/2027
%
Increase
Step 1
0‐6 Mo
Step 2
7‐18 Mo
Step 3
19‐30 Mo
Step 4
31‐42 Mo
Step 5
43mo +
Accountant 3% $8,917.48 $9,365.50 $9,833.21 $10,321.76 $10,846.45 Administrative Assistant 3% $6,858.16 $7,208.69 $7,565.78 $7,941.51 $8,340.22 Administrative Services Tech I 3% $7,485.82 $7,861.54 $8,253.69 $8,665.54 $9,094.94 Administrative Services Tech II 3% $8,917.48 $9,365.50 $9,833.21 $10,321.76 $10,846.45 Deputy City Clerk 3% $8,191.25 $8,606.39 $9,033.59 $9,487.07 $9,957.00 Fiscal Services Technician 3% $7,485.82 $7,861.54 $8,253.69 $8,665.54 $9,094.94 Video Comm Spec/TV Mgr 3% $8,917.48 $9,365.50 $9,833.21 $10,321.76 $10,846.45 Effective 7/1/2028
%
Increase
Step 1
0‐6 Mo
Step 2
7‐18 Mo
Step 3
19‐30 Mo
Step 4
31‐42 Mo
Step 5
43mo +
Accountant 3% $9,185.00 $9,646.47 $10,128.21 $10,631.41 $11,171.84 Administrative Assistant 3% $7,063.90 $7,424.95 $7,792.75 $8,179.76 $8,590.43 Administrative Services Tech I 3% $7,710.39 $8,097.39 $8,501.30 $8,925.51 $9,367.79 Administrative Services Tech II 3% $9,185.00 $9,646.47 $10,128.21 $10,631.41 $11,171.84 Deputy City Clerk 3% $8,436.99 $8,864.58 $9,304.60 $9,771.68 $10,255.71 Fiscal Services Technician 3% $7,710.39 $8,097.39 $8,501.30 $8,925.51 $9,367.79 Video Comm Spec/TV Mgr 3% $9,185.00 $9,646.47 $10,128.21 $10,631.41 $11,171.84 Attachment #1 Agenda Report Page 20
Confidential Unit City of Piedmont

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BE IT FURTHER RESOLVED that Resolution No. 24G-18 97A-2021 is hereby rescinded, and that this Resolution shall constitute the sole statement of compensation and benefits for employees of the Confidential Unit through June 30, 20295.

I certify that the foregoing resolution was passed and adopted at a regular meeting of the Piedmont City Council on December 20, 2021, by the following vote:

Ayes: Andersen, Cavenaugh, King, McCarthy, Rood
Noes: None

Absent: None
Attest:_____________________________________
John O. Tulloch, Assistant City Administrator/City Clerk Attachment #1 Agenda Report Page 21
Professional, Technical and Supervisory Unit City of Piedmont

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RESOLUTION NO 97B-2021 (#) OF THE CITY COUNCIL OF PIEDMONT APPROVING

A POLICY STATEMENT REGARDING UNREPRESENTED PROFESSIONAL,

TECHNICAL AND SUPERVISORY UNIT, AUTHORIZING A SPECIFIED

COMPENSATION PROGRAM FOR THE PROFESSIONAL, TECHINICAL AND SUPERVISORY UNIT MEMBERS; AND SETTING FORTH OTHER TERMS AND

CONDITIONS OF EMPLOYMENT

BE IT RESOLVED BY THE CITY COUNCIL OF THE CITY OF PIEDMONT AS FOLLOWS:

SECTION 1 POLICY STATEMENT
This unit of employees includes key city administrators and supervisors. Just as the City Council depends on the City Administrator, department heads and division managers to carry out its policies effectively, they in turn, depend on the members of the professional, technical and supervisory unit to translate policies into appropriate, effective and credible actions.

Professional, Technical and Supervisory Unit members similar to their management superiors, often speak directly for the city government and thus also have a decisive effect on how the City is judged. The public’s view of the City’s ethical and administrative standards result from observation of the conduct and problem solving abilities of Professional, Technical and Supervisory Unit members in their extensive public contacts.

Therefore, considering the special responsibilities inherent in the management role, the City Council adopts the following policy regarding Professional, Technical and Supervisory Unit compensation;
1) Professional, Technical and Supervisory Unit compensation shall reflect the greater level of responsibility characteristic of their positions. 2) In determining compensation, consideration shall be given to various pertinent factors, which may, among others, include the following:
a) Maintaining a comparative relationship with similar positions in other comparable public agencies within the City’s local labor market area; and
b) The City’s budgetary considerations.
3) Levels of compensation shall be reviewed at the end of the term of this Resolution by City Council in light of the foregoing considerations and, if appropriate, suitable adjustments made upon consideration of the City Administrator’s recommendation.

Attachment #2 Agenda Report Page 22
Professional, Technical and Supervisory Unit City of Piedmont

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SECTION 2 HOURS OF WORK

2.1 Workday and Workweek
Regular Workweek
The regular workweek shall consist of seven (7) consecutive twenty-four (24) hour periods beginning at 12:01 a.m. on Sunday and ending at 12:00 midnight on the following Saturday. It is expected that Professional, Technical and Supervisory unit employees will work as many hours per day as are necessary to fulfill the requirements of their position. The typical minimum workweek is 37.5 hours (40 hours for the Public Works Supervisor), except when vacation, sick or other approved leave is taken.

Alternative Workweek
An employee may request an alternative 9/75* work schedule. The City may approve the request if the City determines that the requested alternative work schedule will meet the department’s and the City’s needs. Approval of an alternative 9/75* work schedule is solely at the City’s discretion and is not subject to any grievance procedure.

If the City approves an employee’s alternative 9/75* work schedule request, the City will designate in writing the employee’s new workweek and work schedule. The schedule shall consist of 8.33 hours on four consecutive days during the calendar week plus an additional 8.33 hour day every other week. Accordingly, each workweek shall consist of 37.5* hours and a non-exempt employee shall not be entitled to overtime pay unless the employee works in excess of this schedule.

2.2 Personal Leave – Exempt Employees
For employees not subject to overtime, the employee’s Department Head is authorized to grant from four five(45) to ten (10) days of Personal Leave with pay each year as compensation, in part, to an employee who in performance of his or her duties, is required to work additional hours substantially in excess of the customary forty or thirty-seven and one-half hour workweek. The number of days approved shall be proportional to the amount of time worked in excess of the regular workday.

Attachment #2 Agenda Report Page 23
Professional, Technical and Supervisory Unit City of Piedmont

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2.3 Overtime – Non-exempt Employees
For employees subject to overtime, hours worked in excess of the regular daily or weekly schedule shall be paid at the overtime rate which shall be one and one-half (1- 1/2) times the straight-time hourly rate.

Overtime work is work performed in excess of the regular daily work schedule or the regular weekly work schedule and which is authorized by the employee’s supervisor.

Paid holidays, vacation leave and paid sick leave shall count as time worked for the purpose of computing weekly overtime.

Employees working overtime may elect, with the permission of the department head, to receive compensatory time off in lieu of overtime pay. Compensatory time off shall be accrued at the rate of one and one-half (1-1/2) hours for each hour worked up to a maximum of seventy-five (75) hours. For the Public Safety Dispatch Supervisor, compensatory time off may be accumulated to a maximum of one hundred & sixty (160) hours. Employees desiring to utilize compensatory time off may do so with the permission of their department heads.

For the classification of Public Safety Dispatch Supervisor, all time worked on the second scheduled day off in the work week shall be compensated at two (2) times the straight-time hourly rate of pay, including all applicable differentials and premiums.

If management assigns the Public Safety Dispatch Supervisor to work on both a fixed holiday and the employee's second day off, the employee shall be compensated for both the fixed holiday and second day off at the fixed holiday pay rate and the second day off pay rate, to equal hours worked @ 3.5 times the straight-time hourly rate (as described above), plus eight (8) hours of holiday pay as described in Section 6.

2.4 Call-in Pay for Public Safety Dispatch Supervisor
If the Public Safety Dispatch Supervisor is called to work on their day off, or at a time other than their regular shift, they shall receive at least four (4) hours pay. All time not worked during the four (4) hour period shall be paid at straight-time. All time worked under this section at a time other than the employee’s regular shift shall be paid at the applicable overtime rate.

The employee may work more than four (4) hours of call-back time; provided, however, that if the employee works more than (4) hours during call-back time, he/she shall receive only the applicable overtime pay and he/she shall not receive an additional four (4) hours of call-back time.

2.54 Disaster Service Workers
As required by law, all City employees are disaster service workers, subject to such disaster service activities as may be assigned to them by the City or by law.

Attachment #2 Agenda Report Page 24
Professional, Technical and Supervisory Unit City of Piedmont

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SECTION 3 SALARY ADMINISTRATION

3.1 Equity Adjustments
Effective July 1, 20251, the following positions shall receive an equity adjustment, plus the increase listed in 3.1.1 below:

0.9%, Senior Planner & Sustainability Program Manager

2.3%, Human Resources Administrator

3.8%, Public Works Supervisor

3.9%, Planning Technician I/II

1.67%, Associate Planner

8.81%, Communications Officer

7.61%, Human Resources Administrator

4.91%, Planning Tech I/II

5.09%, Plans Examiner

1.40%, Public Safety Dispatch Supervisor

2.99%, Recreation Supervisor

4.38%, Senior Planner

3.1.1 Minimum Wages
Wages for each classification in the Professional, Technical and Supervisory Unit are shown in Appendix A. The rates of pay shown in Appendix A reflect the following cost-of-living increases during the term of this Resolution:
 3.25% effective July 1, 20251
 3.0% effective July 1, 20262
 3.025% effective July 1, 20273
 3.025% effective July 1, 20284
If, during the term of this Resolution, any other bargaining unit is offered a cost of living increase greater than the increases shown above for the same fiscal year, then the difference between the increase for the other bargaining unit and the increase provided under this Resolution will take effect for the Professional, Technical and Supervisory Unit.

3.2 Merit Bonus
The City Council may, at its discretion, grant employees in this unit a merit bonus the amount of which will be determined by the City Council. Any such bonus shall apply only to the year in which it is originally approved.

3.3 Salary at the Time of Employment
The beginning or normal hiring rate shall usually be at the first step of the range. Every new employee shall be paid the first step in employment except that the City Administrator may authorize employment at a higher step, if appropriate.

Attachment #2 Agenda Report Page 25
Professional, Technical and Supervisory Unit City of Piedmont

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3.4 Eligibility for Advance in Pay
Subject to approval as described below, employees shall usually advance from Step 1 through Step 5 in accordance with the time-in-step requirements outlined in Appendix A. The time-in-step requirement shall apply before an employee is eligible for advancement in pay. When an employee demonstrates outstanding job performance, the city may advance the employee to the next step before the employee completed the time-in-step requirements.

3.5 Attaining Advancement
An employee, in order to be advanced in steps, must demonstrate that advancement is merited on the basis of job performance. Advancements shall not be approved solely because employees are eligible according to time-in-step requirements. Good attitude and personal conduct, work accomplished, conscientious attendance, safety alertness, efforts at self-improvement, and other factors of individual achievement must be evident as appropriate to the position.

3.6 Use of Performance Rating in Determining Whether Step Advancement is Merited Performance rating shall determine whether step advancements have been earned.

Performance rating shall be completed by the supervisor for each employee on an annual basis, or more frequently as deemed necessary.

3.7 Withholding Step Advancement
Department heads have the authority, upon the City Administrator’s concurrence, to withhold an employee’s step advancement if not merited. The City Administrator and department heads shall keep their employees informed about their job performance, giving good work its proper recognition, noting deficient work, and attempting to assist toward improvement.

3.8 Certification Differentials
 Public Works Supervisor
Additional differentials shall be paid to the Public Works Supervisor for obtaining and maintaining:
o 5% for Certified Arborist
o 5% for PACP certification
o 4% for CWEA Certification
o $200 per month for NASSCO Manhole Assessment Certification o $200 per month for Exterior Technician + Lawn Care Technician Certifications from the NALP (must obtain both certifications to qualify) Attachment #2 Agenda Report Page 26
Professional, Technical and Supervisory Unit City of Piedmont

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• Planners
An additional differential of $150 per month will be paid for obtaining and maintaining American Institute of Certified Planners (AICP) credentials through the American Planning Association.
• Public Safety Dispatch Supervisor
An additional differential of three percent (3%) of base salary for obtaining a POST Intermediate Certificate, or four percent (4%) of base salary for obtaining a POST Advanced Certificate (not cumulative).
• Sustainability Program Manager
An additional differential of $150 per month will be paid for obtaining and maintaining LEED AP CertificationProject Management Professional (PMP) Certification through the Project Management Institute. • Recreation Supervisor
The Supervisors assigned to Childcare, Recreation Classes and Sports & Facility Rentals are eligible for an additional differential of 2% for obtaining and maintaining certification as a Certified Pool Operator through the National Swimming Pool Foundation.

The Supervisor in charge of Schoolmates is eligible for a 1% differential for obtaining and maintaining a professional development certificate approved by the City and related to the needs of children served by City Recreation/Childcare programs.
• Recreation Supervisor (Aquatics Assignment Only)
An additional differential of 2% for obtaining and maintaining certification for completing an American Red Cross First Aid for Public Safety Personnel (FAFPSP) Course and that complies with Title 22 of the California Code of Regulations, Section 100017.

An additional differential of 2% of the Aquatics Supervisor’s base pay will be paid for obtaining and maintaining the American Red Cross Water Safety Instructor Certification.

All of the direct costs associated with obtaining and maintaining these certifications shall be paid by the City. All certification differentials are calculated based on the employees base rate of pay.

3.9 Working Out of Classification
An employee who is temporarily assigned to fill in for a Department Head will receive a five percent (5%) differential to their pay, as long as the assignment is for five three (35) consecutive days or longer. Additionally, the Plans Examiner is eligible to receive this differential under the same conditions when filling in for the Building Official.

Attachment #2 Agenda Report Page 27
Professional, Technical and Supervisory Unit City of Piedmont

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If the Public Safety Dispatch Supervisor is temporarily assigned to work full time in dispatch, or assigned to train new hires or other Piedmont Police Department employees, they shall receive an additional 5% pay differential for each day of the assignment, effective the first day of the assignment.

3.10 Shift Differential for Public Safety Dispatch Supervisor If the Public Safety Dispatch Supervisor is assigned to the night shift, defined as 6:30 pm – 6:30 am, for one work period or more, they shall receive additional compensation in the amount of four percent (4%) of their base rate of pay (salary schedule amount + education pay) for all hours worked between 6:30 pm and 6:30 am. For purposes of this section, the term “assigned” means a regular ongoing shift assignment, either as a result of seniority draw provisions or a directed assignment for management reasons.

If the Public Safety Dispatch Supervisor works a night shift, in part or in whole, on either a voluntary or mandatory overtime basis, they shall not receive shift differential pay. There is no shift differential pay for temporary assignments (less than one work period) to the night shift; however, if temporarily assigned to the night shift for one week or more, he/she shall receive shift differential pay.

If the City temporarily moves a night shift employee to another shift for business reasons (i.e. court, training day, etc.), the employee will continue to receive their shift differential. If, however, the City moves a night shift employee to another shift for a period of one month or more, then the employee will also be compensated for up to one month at the graveyard pay rate. If the employee is off from work for more than two weeks, for their own benefit (sick leave, vacation leave, comp time off, etc.), the employee will not receive shift differential for those days off.

SECTION 4 PROBATIONARY PERIOD
All new employees shall serve a probationary period of six (6) consecutive months. Any approved leave of absence during this six (6) month period shall not be counted towards fulfilling the probationary requirement and such probationary period shall be extended accordingly. During the probationary period, an employee may be discharged for any reason with or without cause and without any appeal rights.

SECTION 5 – RETIREMENT BENEFITS

Attachment #2 Agenda Report Page 28
Professional, Technical and Supervisory Unit City of Piedmont

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5.1.1 Retirement — Employees Hired Before August 21, 2012 This Section 5.1.1 shall apply to employees hired before August 21, 2012, who are contributing members of CalPERS (Tier 1).

B. 3.0% @ 60 Pension Formula
The 3.0% at 60 pension formula shall be available to all employees covered by this section 5.1.1 who are contributing members of CalPERS.

D. Additional Required Employee Contribution
In addition to the required employee contribution, employees covered by this section 5.1.1 will contribute an additional amount as follows:

The Employees and the City previously agreed that if the City’s total employer contribution rate for Tier 1 employees is more than 14.025%, the amount above 14.025% will be shared equally between the City (50%) and the Tier 1 employees (50%)
(“Employer Contribution Rate Formula”). This Employer
Contribution Rate Formula shall continue upon the expiration of this Resolution.

For Tier 1 employees, the total employee contribution maximum cap shall not exceed 14% (“Maximum Cap”). This 14%
Maximum Cap includes: (a) The existing 8% employee
contribution; and (b) Any additional cost sharing of the employer contribution that may result from application of the Employer Contribution Rate Formula. The Maximum Cap of 14% shall Attachment #2 Agenda Report Page 29
Professional, Technical and Supervisory Unit City of Piedmont

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continue upon the expiration of this Resolution, except employees shall be required to pay any increases to the CalPERSestablished employee contribution amount, as set forth in Section C.

5.1.2 Retirement — Employees Hired On or After August 21, 2012 and Employees Hired After January 1, 2013 With Pension Reciprocity This section 5.1.2 shall apply to employees hired on or after August 21, 2012, and employees hired after January 1, 2013 with pension reciprocity who are contributing members of CalPERS (Tier 2).

B. 2.0% @ 60 Pension Formula
The 2.0% at 60 pension formula shall be available to all employees covered by this section 5.1.2 who are contributing members of CalPERS.

D. Additional Required Employee Contribution
In addition to the required employee contribution, employees covered by this section 5.1.2 will contribute an additional amount as follows:

Attachment #2 Agenda Report Page 30
Professional, Technical and Supervisory Unit City of Piedmont

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B. 2.0% @ 62 Pension Formula
The 2.0% at 62 pension formula shall be available to all employees covered by this section 5.1.3 who are contributing members of CalPERS.

C. Required Employee Contribution
Employees covered by this section 5.1.3 will contribute 50% of normal costs as established by CalPERS for the 2.0% @ 62 Pension Formula.

The required contribution amount was 6.75% as of the date of this Resolution.

5.1.4 Retirement – All Employees
The City will maintain the IRS 414(h)(2) provision allowing the employee to defer State and Federal income taxes on their CalPERS contributions.

Attachment #2 Agenda Report Page 31
Professional, Technical and Supervisory Unit City of Piedmont

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5.2 ICMA Deferred Compensation
Employees shall be able to participate voluntarily in the City of Piedmont deferred compensation 457 plan, administered by ICMAMission Square.

SECTION 6 HOLIDAYS

6.1 Holidays Observed
There shall be twelve thirteen (132) designated paid holidays:

JANUARY 1 New Year’s Day
JANUARY (3rd Monday) Martin Luther King, Jr. Birthday
FEBRUARY (3rd Monday) President’s Day
MAY (last Monday) Memorial Day
JUNE 19 Juneteenth
JULY 4 Independence Day
SEPTEMEBER (1st Monday) Labor Day
NOVEMEBER 11 Veterans Day
NOVEMBER (4th Thursday) Thanksgiving Day
NOVEMBER (4th Friday) Day After Thanksgiving
DECEMBER 24 Christmas Eve
DECEMBER 25 Christmas Day
EMPLOYEE’S BIRTHDAY
In addition to the twelve thirteen (132) designated paid holidays, there shall be one floating holiday on a date mutually agreeable between the employee and the department head. Also, any day proclaimed by the City Council as a holiday for City employees will be observed.

Each employee eligible for the above holidays shall be paid 7.5* hours at the employee’s regular straight time hourly rate for each holiday. If the employee works a modified work schedule, the employee shall have the option of working the number of hours above the 7.5 hours of holiday pay in order to account for a full work day, or shall have the option of using time from a leave bank in order to be paid for a full work day.

Any hours worked in order to account for a full work day on the holiday will be paid at the employee’s straight time hourly rate.
*8.0 for employees working a 40-hour workweek

Such alternative day shall be taken in the calendar year in which the birthday occurs.

Failure to take the holiday within the calendar year shall result in forfeiture of the holiday.

Attachment #2 Agenda Report Page 32
Professional, Technical and Supervisory Unit City of Piedmont

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6.3 Holiday’s Observed on Workdays
In the event that any holiday listed above shall fall on a Saturday, such holiday shall be observed on the preceding Friday. In the event that any holiday falls on a Sunday, such holiday shall be observed on the following Monday.

6.4 Pay for Work on Holiday for Public Safety Dispatch Supervisor Pay for work on a holiday shall be provided on the actual day of the holiday. If an employee is scheduled to work on a fixed holiday, the employee shall receive one and one-half (1-1/2) times the straight-time hourly rate for all hours worked on such holiday, including all applicable differentials and premiums. There shall be no premium pay for a floating holiday not taken.

In addition, if the Public Safety Dispatch Supervisor works a full day on a holiday mentioned in Section 6.1, they shall be paid eight (8) hours at the employee’s regular straight time hourly rate for the holiday.

SECTION 7 VACATION LEAVE

7.1 Vacation Accrual Rates
Employees shall accrue vacation leave as follows:

37.5 hour work week: 40 hour work week:
1 through 4 years: 82.5 hours per year 88 hours per year 5 through 8 years: 112.5 hours per year 120 hours per year 9 through 11 years: 127.5 hours per year 136 hours per year 12 through 14 years: 142.5 hours per year 152 hours per year 15 through 18 years: 150.0 hours per year 160 hours per year 19 through 22 years: 165.0 hours per year 176 hours per year 23 years and after: 187.5 hours per year 200 hours per year Employees shall be eligible for vacation leave after the completion of six (6) months service.

The City Administrator has sole authorization to credit newly hired and current employees with additional time for relevant service with a prior employer, up to a maximum of five (5) years.

7.2 Date When Vacation Accrual Starts
Vacation credit shall begin to accrue as of the date of employment. In the event the date of employment is not the first (1st) day of the pay period, then the vacation credit for that pay period shall be prorated in accordance with the actual time worked in the pay period. Vacation accrual will not be credited during unpaid leave with the exception of time lost under Worker’s Compensation provisions.

Attachment #2 Agenda Report Page 33
Professional, Technical and Supervisory Unit City of Piedmont

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7.3 Holiday Falling During Vacation
In the event that a holiday specified above occurs during a pay period of authorized vacation leave, said holiday shall be charged as a holiday, not a day of vacation leave.

7.4 Use of Sick Leave During Vacation
An employee who is injured or becomes ill while on vacation may be paid for sick leave in lieu of vacation, provided that the employee provides a doctor’s certificate verifying the illness or injury for was hospitalized during the period in which sick leave is claimed.

7.5 Accumulation
An employee shall be allowed to accumulate a maximum of two (2) years vacation accrual at any one (1) time.

7.6 Vacation Sellback
An employee may elect to convert for payment in cash a maximum of half of his/her annual vacation accrual each City fiscal year (from July 1 to June 30), provided that two weeks vacation and/or leave are taken in the fiscal year the vacation sellback takes place. This right to sellback shall only be in effect provided that one week of vacation accrual remain on the books after the vacation sellback takes place.

SECTION 8 SICK LEAVE

8.1 Accrual
An employee shall accrue sick leave at the rate of 5 hours for each pay period of service.

For employees assigned to a seven and one-half (7 ½) work day the accrual rate shall be

4.69 hours per pay period (based upon a semimonthly pay period). Sick leave accrual will not be credited during unpaid leave with the exception of time lost under Worker’s Compensation provisions.

8.2 Usage
Employees are entitled to use their earned sick leave benefits to be off work without the loss of compensation under the following conditions:

B. For the employee's receipt of required medical or dental care or consultation or for the required medical or dental care or consultation of the employee’s family member.

Attachment #2 Agenda Report Page 34
Professional, Technical and Supervisory Unit City of Piedmont

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C. For employees who are victims of domestic violence, sexual assault or stalking as specified in state law.

D. The employee’s supervisor may require medical certification or other substantiating evidence of illness for any period for which such leave is sought.

Such requests shall not be made on an arbitrary or discriminatory basis.

E. Each hour of illness or injury shall be deducted from the employee's accumulated sick leave benefits.

F. Employees accruing sick leave at a rate of 4.69 hours per pay period shall be entitled to use a maximum of 56.28 hours (60 hours for employee’s accruing at a rate of 5 hours per pay period) of accumulated sick leave in any calendar year to attend to the illness of a sick family member as defined in Section 8.2(A). *A registered domestic partnership requires filing an Affidavit of Domestic Partnership with the Secretary of State.

8.3 Lapse
In the event of termination or resignation, all unused sick leave shall lapse and not carry over or be owed to the employee in cash or otherwise.

8.4 Sick Leave Credit
As of January 1, 2004, the city added to the current PERS contract, Credit for Unused Sick Leave in accordance with Government Code Section 20965 of the California Public Employees’ Retirement Law. Any unused sick leave days will be converted to service credit at the rate of 0.004 years of service for each day of sick leave provided there is less than 120 days between the member’s separation date and retirement date. This benefit is only available for members in Pension Tier’s 1 and 2.

8.5 Catastrophic Leave Program
Classified employees represented by the Professional, Technical and Supervisory Unit may be eligible to receive donations of paid leave as described in the City’s Personnel Rules.

SECTION 9 LEAVES

9.1 Bereavement Leave
In the case of death within the of an immediate family of an employee, such employee shall be entitled to leave from duty with pay for a period of up to three (3) working days for each death. For the purpose of this section, an employee’s The “immediate family member” of any employee, for the purpose of this section, shall be defined as: Spouse, mother, father, stepparent, sister, brother, child, grandmother, grandfather, mother-inlaw, father-in-law, daughter-in-law, son-in-law, grandchildren and registered domestic partner.

Attachment #2 Agenda Report Page 35
Professional, Technical and Supervisory Unit City of Piedmont

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Such leave shall not be charged against vacation or sick leave which an employee may be entitled to, but may be in addition thereto. In addition to the three (3) working days of paid bereavement leave, employees may use an additional two (2) working days of leave for each instance of bereavement taken either as unpaid time or from the employee’s accrued vacation, sick leave, personal leave, or comp time as requested by the employee. Bereavement leave may be taken intermittently or consecutively but must be used within three (3) months of the death. Paid bereavement leave does not accrue, has no cash value and does not accumulate over time.

Funeral leave is in addition to and separate from vacation or sick leave provided in this Resolution.

9.2 Leave of Absence Without Pay
An employee desiring a leave of absence without pay from his/her employment for any reason shall secure written permission from the City Administrator.

During any approved leave of absence the employee shall not engage in gainful employment unless authorized to do so by the written permission of the City Administrator. The City Administrator may terminate any employee who violates the terms and conditions of the written permission for leave or extension thereof. The maximum leave of absence shall be for one (1) year.

9.3 Military Leave
Employees who are called upon to perform active annual training duty or temporary special services as a member of any Armed Forces reserve and who lose time from their regular scheduled workweek shall be paid the difference between the pay received from the federal or state government for such reserve duty and their normal weekly earnings not to exceed two (2) weeks annually. Employees should refer to City policy for additional information on military leave granted pursuant to the Family Medical Leave Act and the California Family Rights Act.

9.4 Jury Duty
An employee required to serve as a juror in a civil or criminal action pending in a court of the State of California or any Federal Court convening in the State of California or any employee required to report for the selection of a jury in any of these courts shall receive pay for the time such service requires his/her absence from work; provided, however, that the City Administrator may require proof of the time such service was required and any monies received for jury service shall be remitted to the city; provided, further, that the employee shall report to work if the employee is released from jury service prior to 5:00 PM and does not have to report for the jury service the following day. An employee required to serve as a juror shall not have his or her regular starting or quitting time changed as a result of being called for jury service.

Attachment #2 Agenda Report Page 36
Professional, Technical and Supervisory Unit City of Piedmont

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9.5 Pregnancy Disability Leave
Pregnancy Disability Leave shall be granted in accordance with federal, state and local law. Pregnancy disability leave is a leave of absence necessitated by an employee’s medical disability that is attributable to pregnancy, childbirth or related medical conditions. It includes leave needed for prenatal care, prenatal complications, and morning sickness.

For additional information about pregnancy leave, see the City Personnel Rules.

SECTION 10 INJURY PAY
An employee who first loses time from work as the result of a work related illness or injury shall receive their normal salary for the duration of the disability or thirty (30) working days whichever is the lesser. If the employee is disabled for a period in excess of thirty (30) working days, such excess period shall be compensated by paid benefits pursuant to State Workers’ Compensation laws. The employee shall be entitled to use accrued sick leave, Attachment #2 Agenda Report Page 37
Professional, Technical and Supervisory Unit City of Piedmont

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compensatory time or vacation to supplement such worker’s compensation benefits. In no such case shall the employee be entitled to receive more than 100% of the normal salary.

An employee who has returned to work after a period of disability as the result of an original injury and subsequently loses time from work again as the result of an aggravation of or reoccurrence of the original injury shall in no case receive their normal salary for a period of time to exceed thirty (30) working days including those days first lost from work as the result of the original injury.

SECTION 11 HEALTH PLAN AND LIFE INSURANCE

11.2.2 Supplemental City Contribution
In addition to the basic City contribution, the City shall contribute a supplemental amount toward medical insurance premiums as described below.

The City and employees share the cost of medical insurance premiums. The City’s maximum contribution toward the monthly premium costs of an employee’s medical benefits is based on the 2021 CalPERS Kaiser Bay Area premiums plus fifty percent (50%) of subsequent annual premium increases Attachment #2 Agenda Report Page 38
Professional, Technical and Supervisory Unit City of Piedmont

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for the CalPERS Kaiser Bay Area premiums and includes the PEMHCA statutory minimum.

The City and employees share the cost of medical insurance premiums.

Effective July 1, 2025, the City’s monthly contribution toward eligible employees’ elected medical coverage, inclusive of the basic City contribution (i.e., the PEMHCA statutory minimum), shall be as follows:
 Employee only: $813.641,075.49
 Employee +1: $1,627.282,150.99
 Employee +family: $2,115.462,796.28
Each plan year, the City shall adjust its contributions towards the monthly premium costs of an employee’s medical benefits by an amount equal to fifty percent (50%) of any increase in the above-mentioned 2021 monthly premium rates for the CalPERS Kaiser Bay Area plan at all coverage levels (i.e., employee only, employee + 1 and employee + family). Employees are responsible for the remaining fifty percent (50%) of any premium increases for the CalPERS Kaiser Bay Area plan. Employees electing medical plans and coverage levels that exceed the City’s maximum contribution are responsible for paying the difference through automatic payroll deduction.

11.3 Dental Insurance Plan
The City shall pay the cost of providing each eligible employee and his/her eligible dependents dental care benefits under a group insurance plan. Orthodontic care is Attachment #2 Agenda Report Page 39
Professional, Technical and Supervisory Unit City of Piedmont

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included in the group policy and covers up to 70% of the cost for adults and children (lifetime maximum of $5,000).

11.4 Vision Plan
The City shall provide and pay the cost of providing each eligible employee and his/her eligible dependents vision coverage under a group insurance plan.

The City’s payment shall cease upon the employee’s separation from the city service, but the employee may elect to retain such policy (if conversion is available) at his/her sole expense.

11.6 Alternative Coverage
In the event that it may be possible to provide an alternative, life insurance, dental coverage, or vision coverage as nearly comparable as possible to the benefits in effect at the date of this resolution without additional cost to the City or the employees, the City may substitute new insurance carriers.

11.7 Employee Assistance Plan
The City shall provide an Employee Assistance Plan at no cost to the employee.

11.8 Disability Insurance
The City shall continue in effect at no cost to the employee, the salary continuance disability insurance policy in effect at the time of this resolution or any other such successor program which provides essentially comparable benefit, which provides disability benefits equal to sixty (60) percent of any employee’s current gross salary following a sixty (60) day absence due to non-job related injury or illness.

Effective April 1, 2000, the group elected to have State Disability Insurance (SDI) withholding. Employee’s wages are subject to State Disability Insurance withholding under Section 710.5 of the California Unemployment Insurance Code.

11.9 Retiree Medical Insurance - Employees Hired Before May 1, 2018

Attachment #2 Agenda Report Page 40
Professional, Technical and Supervisory Unit City of Piedmont

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For 2021As of July 1, 2025, the City’s contributions for annuitants are as follows:

Coverage:

Kaiser
Rate:

Total Employer
Contribution:
% of
Premium:

Retiree
Pays:

Retiree 813.64 813.64 100.00% -
Retiree + 1 1,627.28 1,627.28 100.00% -
Retiree + Family 2,115.46 1,747.26 82.59% 368.20
Coverage:

Kaiser
Premium:

Total Employer
Contribution:
% of
Premium:

Retiree
Pays:

Retiree $1,112.90 $1,075.49 96.64% $37.41
Retiree + 1 $2,225.80 $2,150.99 96.64% $74.81
Retiree + family $2,893.54 $2,147.26 74.21% $746.28

11.9.2 Effective August 1, 2012, all active employees who will be eligible for retiree medical benefits described in this Section 11.9 will have the City reduce their pay by $50 semi-monthly by payroll deduction and have the City contribute such amounts to retiree benefits.

SECTION 12 MISCELLANEOUS PROVISIONS

12.1 Auto Allowance
The individuals occupying the positions of Assistant Planner, Associate Planner Communications Program Manager and Senior Planner, shall be paid a monthly allowance of two hundred dollars ($200) in consideration of the requirement that such employee use his/her personal vehicle on city business. Said employee will not be eligible for normal mileage reimbursement afforded other employees, nor use of city vehicles except in the event of emergency.

12.2 Professional Development Reimbursement
The City shall reimburse an employee for tuition and books for courses of study at an approved and accredited college or junior college during non-workhours. Additionally, Attachment #2 Agenda Report Page 41
Professional, Technical and Supervisory Unit City of Piedmont

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the City encourages and supports staff to pursue, during non-work hours, professional development training in order to increase their job skills and knowledge for their current position or advancement opportunities. A variety of professional development activities can be reimbursed, such as fees for workshops, seminars, or adult school classes.

The maximum reimbursement amount is one thousand five-hundred dollars ($1,500) per fiscal year.

The employee must have his/her request approved by the department head and/or City Administrator which approval is subject to available budgeted funds, prior to enrolling in the course in order for the employee to be assured of reimbursement. Upon completion of the course, the employee must submit appropriate receipts, along with a copy of the grade sheet or certificate indicating attendance in, or a passing grade, in order to be eligible for reimbursement.

12.3 Uniform Allowance
The Public Works Supervisor shall be entitled to the uniform allowance currently in effect for the maintenance employee members of the City’s represented Public Works bargaining unit.

The Public Safety Dispatch Supervisor shall be entitled to the unform allowance currently in effect for the dispatcher members of the City’s represented General bargaining unit.

12.4 Coordination with Personnel Rules
This statement of compensation and benefits Resolution shall be considered supplemental to the provisions of the Personnel Rules, which are hereby made part of this document by reference thereto. In the event of any conflict between said Personnel Rules and this statement of benefits Resolution, the former shall prevail.

12.5 Child Care Programs
The children of the employees covered by this Resolution are eligible to attend the Skipping Stones, Kinder Konnex, Camp Everything and Schoolmates programs at no charge. Eligibility to attend these programs are based upon availability.

Attachment #2 Agenda Report Page 42
Professional, Technical and Supervisory Unit City of Piedmont

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Appendix A
Effective 7/1/2025 Equity %
Step 1
0‐6 Mo.

Step 2
7‐18 Mo.

Step 3
19‐30 Mo.

Step 4
31‐42 Mo.

Step 5
43mo. +
Assistant Planner 1.0325 $7,443.29 $7,816.03 $8,202.18 $8,617.25 $9,045.73 Associate Planner 1.0167 1.0325 $8,162.80 $8,571.15 $8,997.35 $9,447.68 $9,920.07 Communications Officer 1.0881 1.0325 $10,943.66 $11,490.78 $12,064.87 $12,620.99 $13,251.25 Human Resources Administrator 1.0761 1.0325 $9,907.44 $10,401.87 $10,924.07 $11,468.50 $12,046.26 Planning Tech I 1.0491 1.0325 $5,978.16 $6,274.95 $6,585.83 $6,917.29 $7,261.74 Planning Tech II 1.0491 1.0325 $6,573.92 $6,904.29 $7,248.75 $7,610.53 $7,989.65 Plans Examiner 1.0509 1.0325 $9,301.09 $9,765.49 $10,253.76 $10,766.99 $11,305.18 Public Safety Dispatch Supv 1.0140 1.0325 $8,743.12 $9,179.70 $9,639.31 $10,120.91 $10,627.64 Public Works Supervisor 1.0325 $9,359.61 $9,820.11 $10,322.94 $10,835.06 $11,379.18 Recreation Supervisor 1.0299 1.0325 $7,927.44 $8,324.07 $8,739.85 $9,176.90 $9,635.21 Senior Planner 1.0438 1.0325 $9,300.75 $9,767.41 $10,252.38 $10,766.46 $11,305.32 Sustainability Program Manager 1.0325 $8,910.48 $9,357.55 $9,822.17 $10,314.68 $10,830.93 Effective 7/1/2026 %
Step 1
0‐6 Mo.

Step 2
7‐18 Mo.

Step 3
19‐30 Mo.

Step 4
31‐42 Mo.

Step 5
43mo. +
Assistant Planner 1.03 $7,666.59 $8,050.51 $8,448.25 $8,875.77 $9,317.10 Associate Planner 1.03 $8,407.68 $8,828.28 $9,267.27 $9,731.11 $10,217.67 Communications Officer 1.03 $11,271.97 $11,835.50 $12,426.82 $12,999.62 $13,648.79 Human Resources Administrator 1.03 $10,204.66 $10,713.93 $11,251.79 $11,812.56 $12,407.65 Planning Tech I 1.03 $6,157.50 $6,463.20 $6,783.40 $7,124.81 $7,479.59 Planning Tech II 1.03 $6,771.14 $7,111.42 $7,466.21 $7,838.85 $8,229.34 Plans Examiner 1.03 $9,580.12 $10,058.45 $10,561.37 $11,090.00 $11,644.34 Public Safety Dispatch Supv 1.03 $9,005.41 $9,455.09 $9,928.49 $10,424.54 $10,946.47 Public Works Supervisor 1.03 $9,640.40 $10,114.71 $10,632.63 $11,160.11 $11,720.56 Recreation Supervisor 1.03 $8,165.26 $8,573.79 $9,002.05 $9,452.21 $9,924.27 Senior Planner 1.03 $9,579.78 $10,060.43 $10,559.96 $11,089.45 $11,644.48 Sustainability Program Manager 1.03 $9,177.79 $9,638.28 $10,116.84 $10,624.12 $11,155.86 Effective 7/1/2027 %
Step 1
0‐6 Mo.

Step 2
7‐18 Mo.

Step 3
19‐30 Mo.

Step 4
31‐42 Mo.

Step 5
43mo. +
Assistant Planner 1.03 $7,896.59 $8,292.03 $8,701.70 $9,142.04 $9,596.61 Associate Planner 1.03 $8,659.91 $9,093.13 $9,545.28 $10,023.04 $10,524.20 Communications Officer 1.03 $11,610.13 $12,190.57 $12,799.62 $13,389.61 $14,058.25 Human Resources Administrator 1.03 $10,510.80 $11,035.35 $11,589.34 $12,166.94 $12,779.88 Planning Tech I 1.03 $6,342.23 $6,657.10 $6,986.90 $7,338.55 $7,703.98 Planning Tech II 1.03 $6,974.27 $7,324.76 $7,690.20 $8,074.02 $8,476.22 Plans Examiner 1.03 $9,867.52 $10,360.20 $10,878.21 $11,422.70 $11,993.67 Public Safety Dispatch Supv 1.03 $9,275.57 $9,738.74 $10,226.34 $10,737.28 $11,274.86 Public Works Supervisor 1.03 $9,929.61 $10,418.15 $10,951.61 $11,494.91 $12,072.18 Recreation Supervisor 1.03 $8,410.22 $8,831.00 $9,272.11 $9,735.78 $10,222.00 Senior Planner 1.03 $9,867.17 $10,362.24 $10,876.76 $11,422.13 $11,993.81 Sustainability Program Manager 1.03 $9,453.12 $9,927.43 $10,420.35 $10,942.84 $11,490.54 Attachment #2 Agenda Report Page 43
Professional, Technical and Supervisory Unit City of Piedmont

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Effective 7/1/2028 %
Step 1
0‐6 Mo.

Step 2
7‐18 Mo.

Step 3
19‐30 Mo.

Step 4
31‐42 Mo.

Step 5
43mo. +
Assistant Planner 1.03 $8,133.49 $8,540.79 $8,962.75 $9,416.30 $9,884.51 Associate Planner 1.03 $8,919.71 $9,365.92 $9,831.64 $10,323.73 $10,839.93 Communications Officer 1.03 $11,958.43 $12,556.29 $13,183.61 $13,791.30 $14,480.00 Human Resources Administrator 1.03 $10,826.12 $11,366.41 $11,937.02 $12,531.95 $13,163.28 Planning Tech I 1.03 $6,532.48 $6,856.81 $7,196.51 $7,558.71 $7,935.10 Planning Tech II 1.03 $7,183.50 $7,544.50 $7,920.91 $8,316.24 $8,730.51 Plans Examiner 1.03 $10,163.55 $10,671.01 $11,204.56 $11,765.38 $12,353.48 Public Safety Dispatch Supv 1.03 $9,553.84 $10,030.90 $10,533.13 $11,059.40 $11,613.11 Public Works Supervisor 1.03 $10,227.50 $10,730.69 $11,280.16 $11,839.76 $12,434.35 Recreation Supervisor 1.03 $8,662.53 $9,095.93 $9,550.27 $10,027.85 $10,528.66 Senior Planner 1.03 $10,163.19 $10,673.11 $11,203.06 $11,764.79 $12,353.62 Sustainability Program Manager 1.03 $9,736.71 $10,225.25 $10,732.96 $11,271.13 $11,835.26 BE IT FURTHER RESOLVED that Resolution No. 24H-18 97B-2021 is hereby rescinded, and that this resolution shall constitute the sole statement of compensation and benefits for the Professional, Technical and Supervisory Unit Members through June 30, 20295.

I certify that the foregoing resolution was passed and adopted at a regular meeting of the Piedmont City Council on December 20, 2021, by the following vote:

Ayes: Andersen, Cavenaugh, King, McCarthy, Rood
Noes: None

Absent: None
Attest:_____________________________________
John O. Tulloch, Assistant City Administrator/City Clerk Attachment #2 Agenda Report Page 44
Recreation/Childcare Group City of Piedmont

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RESOLUTION NO. 97C-2021 (#) OF THE CITY COUNCIL OF THE CITY OF PIEDMONT

APPROVING A POLICY STATEMENT REGARDING THE UNREPRESENTED

RECREATION/CHILDCARE EMPLOYEES GROUP COMPENSATION AND SETTING FORTH OTHER TERMS AND CONDITIONS OF EMPLOYMENT.

BE IT RESOLVED BY THE CITY COUNCIL OF THE CITY OF PIEDMONT AS FOLLOWS:

SECTION 1 – POLICY STATEMENT REGARDING RECREATION/CHILDCARE GROUP The Recreation/Childcare Employee Group shall be composed of the following classifications of employment:

Assistant Childcare Program Coordinator
Recreation Program Coordinator
Although primarily assigned to programs and service functions, these Recreation/Childcare employees are expected to frequently work additional hours necessary to fulfill their special responsibilities, and provide the best of care to the community.

SECTION 2 -HOURS OF WORK

2.1 Workday and Workweek
The regular workweek shall consist of seven (7) consecutive twenty-four (24) hour periods beginning at 12:01 a.m. on Sunday and ending at 12:00 midnight on the following Saturday. The regular daily work schedule for the Recreation/Childcare Group employees shall be eight (8) hours. The regular weekly work schedule for Recreation/Childcare Group employees shall be forty (40) hours, and full-time employees on a regular schedule shall work a minimum workweek of forty (40) hours in a seven (7) consecutive day period.

2.2 Meal Periods
A meal period shall be granted to each employee during the shift and shall be scheduled as close as possible to the middle of the shift. Such a meal period shall be one (1) hour.

2.3 Overtime
Overtime work is work that is performed in excess of the regular daily work schedule or the regular weekly work schedule and which is authorized by the employee’s supervisor. Paid holidays, vacation leave and paid sick leave shall count as time worked for the purpose of computing weekly overtime.

Attachment #3 Agenda Report Page 45
Recreation/Childcare Group City of Piedmont

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2.4 Compensatory Time Off
Employees working overtime may elect, with the permission of their Department Head, to receive compensatory time off in lieu of overtime pay. Compensatory time off shall be accrued at the rate of one and one-half (1-1/2) hours for each hour worked. Compensatory time off may be accumulated to a maximum of two hundred and ninety (290) hours. Employees desiring to utilize compensatory time off may do so with the permission of their Department Head.

2.5 Work Performed During Disaster
As required by law, all City employees are disaster service workers, subject to such disaster service activities as may be assigned to them by the City or by law.

SECTION 3 – WAGES AND CLASSIFICATION

3.1 Equity Adjustment
Effective July 1, 2021, wages in effect on June 30, 2021 shall be increased by 14.6% for the Assistant Childcare Program Coordinator and Recreation Program Coordinator. There is no equity adjustment for the Aquatics Coordinator. Effective July 1, 2025, Recreation Program Coordinator’s shall receive an equity adjustment of 11.42%, plus the increase listed in 3.1.1 below.

3.1.1 Minimum Wages
Wages for each classification in the Recreation/Childcare Employees Group are shown in Appendix A. The rates of pay shown in Appendix A reflect the following cost-of-living increases during the term of this Resolution:

 3.25% effective July 1, 20251. This increase shall be applied after the equity adjustment described in 3.1.
 3.0% effective July 1, 20262
 3.025% effective July 1, 20273
 3.025% effective July 1, 20284
If, during the term of this Resolution, any other bargaining unit is offered a cost of living increase greater than the increases shown above for the same fiscal year, then the difference between the increase for the other bargaining unit and the increase provided under this Resolution will take effect for the Recreation/Childcare Group.

3.2 Eligibility for Advancement in Pay
Subject to approval as described below, employees shall usually advance from Step 1 through Step 7 in accordance with the time-in-step requirements outlined in Appendix A. The time-in-step requirements shall apply before an employee is eligible for advancement in pay. When an employee demonstrates outstanding job performance, the City may advance the employee to the next step before the employee completed the time-in-step requirements.

Attachment #3 Agenda Report Page 46
Recreation/Childcare Group City of Piedmont

Page 3 of 18 ends

3.3 Attaining Advancement
An employee, in order to be advanced in steps, must demonstrate that advancement is merited on the basis of job performance. Advancements shall not be approved solely because employees are eligible according to time-in-step requirements. Good attitude and personal conduct, work accomplished, conscientious attendance, safety alertness, efforts at self-improvement, and other factors of individual achievement must be evident as appropriate to the position.

3.4 Use of Performance Ratings in Determining Whether Step Advancement is Merited Performance ratings shall guide supervisors and Department Heads in determining whether step advancements have been earned and should be recommended to the City Administrator.

Performance ratings shall be completed by the supervisor for each employee on an annual basis, or sooner as necessary.

3.5 Withholding Step Advancement
Department Heads have the authority and responsibility to recommend to the City Administrator that step advancements be withheld if they are not merited. Department Heads shall keep their employees informed about their job performance, giving good work its proper recognition and deficient work all possible guidance and assistance toward improvement.

3.6 Working Out of Classification
An employee temporarily assigned to an acting assignment in a higher job classification will receive a higher rate of pay for that assignment. The employee will receive a ten percent (10%) differential, effective on the first day of the assignment.

All time actually worked during this call-back time shall be paid at the applicable overtime rate.

All time in addition to actual working time shall be paid at straight time to a combined maximum of four (4) hours.

If the employee works more than four (4) hours of call-back, the total time worked shall be paid at the overtime rate. Additional hours of call-back time at the straight time shall not be applicable.

3.8 Certification Pay
All of the direct costs associated with obtaining and maintaining certifications shall be paid by the City. All certification differentials are calculated based on the employee’s base rate of pay.

Employees shall obtain certifications outside of work hours.

Food Safety Certification: An employee who obtains a food safety certificate from the Alameda Attachment #3 Agenda Report Page 47
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County Environmental Health Department will receive an annual payment of $250.

Recertification is required every three years to maintain the certification pay. The City will pay the registration fee for certification (for one course and exam) and the fee for recertification (one time every three years).

Childcare Education Certificate: A one percent (1%) differential shall be paid to Recreation/Childcare employees who obtain a professional development certificate approved by the City and related to the needs of children served by City recreation/childcare programs. The City will pay the registration fees for a certificate course approved by the City.

Recreation Program Coordinator (Aquatics Assignment Only):

An additional differential of two percent (2%) will be paid to Recreation Program Coordinators assigned to aquatics who obtain and maintain certification for completing an American Red Cross First Aid for Public Safety Personnel (FAFPSP) Course and that complies with Title 22 of the California Code of Regulations, Section 100017.

An additional differential of two percent (2%) will be paid to Recreation Program Coordinators assigned to aquatics who obtain and maintain the American Red Cross Water Safety Instructor Certification.

An additional differential of one percent (1%) will be paid to Recreation Program Coordinators assigned to aquatics who obtain and maintain either the Certified Pool Operator Certification or the Aquatics Facility Operator Certification. The certification differentials earned for the Certified Pool Operator Certification and the Aquatics Facility Operator are not cumulative and employees shall only earn a total of a one percent (1%) differential if they have both the Certified Pool Operator Certification and the Aquatics Facility Operator Certification.

An additional differential of one percent (1%) will be paid to Recreation Program Coordinators assigned to aquatics who obtain and maintain the American Red Cross Lifeguarding with CPR/AED for the Professional Rescuer and First Aid Certification.

An additional differential of one percent (1%) will be paid to Recreation Program Coordinators assigned to aquatics who obtain and maintain the American Red Cross Lifeguard Instructor (revised 2024 version) Certification.

SECTION 4 – PROBATIONARY PERIOD
All new employees shall serve a probationary period of one (1) year. Any approved leave of absence during the probationary period shall not be counted towards fulfilling the probationary requirement and such probationary period shall be extended accordingly. During the probationary period, an employee may be discharged with or without cause and without any appeal rights.

SECTION 5 – RETIREMENT BENEFITS
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5.1.1 Retirement — Employees Hired Before August 21, 2012 This Section 5.1.1 shall apply to employees hired before August 21, 2012, who are contributing members of CalPERS (Tier 1).

B. 3.0% @ 60 Pension Formula
The 3.0% at 60 pension formula shall be available to all employees covered by this section 5.1.1 who are contributing members of CalPERS.

D. Additional Required Employee Contribution
In addition to the required employee contribution, employees covered by this section 5.1.1 will contribute an additional amount as follows:

For Tier 1 employees, the total employee contribution maximum cap shall not exceed 14% (“Maximum Cap”). This 14% Maximum Cap includes: (a) The existing 8% employee contribution; and (b) Any additional cost sharing of the employer contribution that may result from application of the Attachment #3 Agenda Report Page 49
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Employer Contribution Rate Formula. The Maximum Cap of 14% shall continue upon the expiration of this Resolution, except employees shall be required to pay any increases to the CalPERS-established employee contribution amount, as set forth in Section C.

B. 2.0% @ 60 Pension Formula
The 2.0% at 60 pension formula shall be available to all employees covered by this section 5.1.2 who are contributing members of CalPERS.

D. Additional Required Employee Contribution
In addition to the required employee contribution, employees covered by this section 5.1.2 will contribute an additional amount as follows:

The Employees and the City previously agreed that if the City’s total employer contribution rate for Tier 2 employees is more than 14.025% the amount above

14.025% will be shared equally between the City (50%) and the Tier 2 employees (50%) (“Employer Contribution Rate Formula”). This Employer Contribution Rate Formula shall continue upon the expiration of this Resolution.

For Tier 2 employees, the total employee contribution maximum cap shall not exceed 8% (“Maximum Cap”). This 8% Maximum Cap includes: (a) The existing 7% employee contribution; and (b) Any additional cost sharing of the employer contribution that may result from application of the Employer Contribution Rate Attachment #3 Agenda Report Page 50
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Formula. The Maximum Cap of 8% shall continue upon the expiration of this Resolution, except employees shall be required to pay any increases to the CalPERS-established employee contribution amount, as set forth in Section C.

B. 2.0% @ 62 Pension Formula
The 2.0% at 62 pension formula shall be available to all employees covered by this section 5.1.3 who are contributing members of CalPERS.

5.1.4 Retirement – All Employees
The City will maintain the IRS 414(h)(2) provision allowing the employee to defer State and Federal income taxes on their CalPERS contributions.

5.2 ICMA Deferred Compensation
Employees shall be able to participate voluntarily in the City of Piedmont deferred compensation 457 plan, administered by ICMAMission Square.

SECTION 6 – HOLIDAYS

6.1 Holidays Observed
There shall be twelve thirteen (132) designated paid holidays:

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January 1 New Year’s Day
Third Monday in January Martin Luther King, Jr. Birthday Third Monday in February President’s Day
Last Monday in May Memorial Day
June 19 Juneteenth
July 4 Independence Day
First Monday in September Labor Day
November 11 Veteran’s Day
Fourth Thursday in November Thanksgiving Day
Friday after Thanksgiving
December 24 Christmas Eve
December 25 Christmas Day
Employee’s Birthday

In addition to the thirteen (13) designated paid holidays, there shall be Oone floating holiday on a day mutually agreeable between the individual employee and the Department Head.

Any day proclaimed by the City Council as a holiday for city employees will be observed.

All holidays shall be taken or paid for during the calendar year in which they fall.

Each employee eligible for the above holidays shall be paid 8.0 hours at the employee’s regular straight time hourly rate for each holiday. If the employee works a modified work schedule, the employee shall have the option of working the number of hours above the 8.0 hours of holiday pay in order to account for a full work day, or shall have the option of using time from the employee’s leave bank in order to be paid for a full work day. Any hours worked in order to account for a full work day on the holiday will be paid at the employee’s straight time hourly rate.

6.2 Employee’s Birthday
The employee’s birthday, which is presently a paid holiday, may be celebrated on a date other than that on which the birthday falls, subject to approval of the Department Head. Such alternative day shall be taken in the calendar year in which the birthday occurs. Failure to take the holiday within the calendar year shall result in forfeiture of the holiday.

6.3 Holidays To Be Observed On Workdays
In the event that any holiday listed above shall fall on a Saturday, such holiday shall be observed on the preceding Friday. In the event that any holiday listed above shall fall on a Sunday, such holiday shall be observed on the following Monday.

SECTION 7 – VACATION LEAVE

7.1 Vacation Accrual Rates
Employees shall accrue vacation leave as follows:
1 through 4 years 88 hours per year
5 through 8 years 120 hours per year
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9 through 11 years 136 hours per year
12 through 14 years 152 hours per year
15 through 18 years 160 hours per year
19 through 22 years 176 hours per year
23 years and after 200 hours per year
The City Administrator has sole authorization to credit newly hired and current employees with additional time for relevant service with a prior employer, up to a maximum of five (5) years.

7.4 Accumulation
An employee shall be allowed to accumulate a maximum of two (2) years vacation accrual at any one (1) time.

7.5 Vacation Sellback
An employee may elect to convert for payment in cash a maximum of forty (40) hours unused vacation days each City fiscal year (from July 1 to June 30), provided that eighty (80) hours have been used in the fiscal year the vacation sellback takes place. The time is computed at the employee’s current salary rate, provided adequate funds are available in the effected department’s budget as determined by the City Administrator.

SECTION 8 – SICK LEAVE

8.1 Accrual
An employee shall accrue sick leave at the rate of five (5) hours for each pay period of service.

8.2 Usage
Employees are entitled to use their earned sick leave benefits to be off work without the loss of compensation under the following conditions:

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B. For the employee's receipt of required medical or dental care or consultation or for the required medical or dental care or consultation of the employee’s family member.

C. For employees who are victims of domestic violence, sexual assault or stalking as specified in state law.

D. The Recreation Director may require medical certification or other substantiating evidence of illness for any period for which such leave is sought. Such requests shall not be made on an arbitrary or discriminatory basis.

E. Each hour of illness or injury shall be deducted from the employee's accumulated sick leave benefits.

F. Employees shall be entitled to use a maximum of 60 hours of accumulated sick leave in any calendar year to attend to the illness of a sick family member as defined in Section

8.2(A).
*A registered domestic partnership requires filing an Affidavit of Domestic Partnership with the Secretary of State.

8.3 Catastrophic Leave Program
Classified employees may be eligible to receive donations of paid leave as described in the City’s Personnel Rules.

SECTION 9 - LEAVES

9.1 Bereavement Leave
In the case of death within theof an immediate family member of an employee, such employee shall be entitled to leave from duty with pay for a period of up to three (3) working days for each death. For the purpose of this section, an employee’s The “immediate family member” of an employee, for the purpose of this Section, shall be defined as: Spouse, mother, father, stepparent, sister, brother, child, grandmother, grandfather, mother-in-law, father-in-law, brother-in-law, sonin-law, sister-in-law, daughter-in-law, grandchildren and registered domestic partner.

Bereavement leave is in addition to and separate from vacation or sick leave provided in this Resolution.

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In the event of a death in the employee’s family outside of the definition of immediate family as provided above, an employee may apply to the City Administrator and request bereavement leave.

9.2 Leave Of Absence Without Pay
An employee desiring a leave of absence without pay from his/her employment for any reason shall secure written permission from the City Administrator. Requests for leave shall not be unreasonably denied.

9.3 Military Leave
Employees who are called upon to perform active annual training duty or temporary special services as a member of an Armed Forces reserve and who lose time from their regular scheduled workweek shall be paid the difference between the pay received from the federal or state government for such reserve duty and their normal weekly earnings not to exceed two (2) weeks annually. Employees should refer to City policy for additional information on military leave granted pursuant to the Family Medical Leave Act and the California Family Rights Act.

9.4 Jury Duty
An employee required to serve as a juror in a civil or criminal action pending in a court of the State of California or any Federal Court convening in the State of California or any employee required to report for the selection of a jury in any of these courts shall receive pay for the time such service requires his/her absence from work; provided, however, that the city may require proof of the time such service was required and any monies received for jury service shall be remitted to the City; provided, further, that the employee shall report to work if the employee is released from jury service prior to 5:00 P.M. and does not have to report for jury service the following day. An employee required to serve as a juror shall not have his or her regular starting or quitting time changed as a result of being called for jury service.

9.5 Pregnancy Disability Leave
Pregnancy Disability Leave shall be granted in accordance with federal, state and local law.

Except where medical circumstances preclude such notice, an employee who plans to take pregnancy leave shall give the City at least thirty (30) days advance notice where practicable, and Attachment #3 Agenda Report Page 55
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an estimate of the duration of her absence when such information is available to her.

For additional information about pregnancy leave, see the City Personnel Rules.

9.6 Family And Medical Leave
Employees are eligible for unpaid leave under the federal Family and Medical Leave Act (FMLA) and the California Family Rights Act (CFRA). The provisions of this Resolution will be applied in conformance with the provisions of FMLA and the CFRA in effect at the time the leave is granted and in conformance with City policies and practice. Employees should refer to the City’s Personnel Rules for additional information.

SECTION 10 - HEALTH PLANS AND LIFE INSURANCE

10.1 Flexible Benefit Plan
Effective January 1, 1993, pursuant to Section 125, Section 105, Section 106 and Section 129 of the Internal Revenue Code, the City established the City of Piedmont Flexible Benefit Plan to provide taxable and non-taxable benefits to its employees and to permit employees to choose which of the benefits they wish to receive.

10.2 Hospitalization and Medical Care
Effective January 1, 1997, the City began providing CalPERS medical program benefits to active employees and retirees in accordance with the Public Employees’ Medical and Hospital Care Act (“PEMHCA”).

10.2.1 Basic City Contribution
For all employees and retirees, the City pays the PEMHCA statutory minimum contribution toward medical insurance benefits, as required by CalPERS, and as determined by CalPERS under Government Code Section 22892.

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10.2.2 Supplemental City Contribution
In addition to the basic City contribution, the City shall contribute a supplemental amount toward medical insurance premiums as described below.

The City and employees share the cost of medical insurance premiums. Effective July 1, 2025, the City’s monthly contribution toward eligible employees’ elected medical coverage, inclusive of the basic City contribution (i.e., the PEMHCA statutory minimum), shall be as follows:
 Employee only: $813.641,075.49
 Employee +1: $1,627.282,150.99
 Employee +family $2,115.462,796.28
Each plan year, the City shall adjust its contributions towards the monthly premium costs of an employee’s medical benefits by an amount equal to fifty percent (50%) of any increase in the above-mentioned 2021 monthly premium rates for the CalPERS Kaiser Bay Area plan at all coverage levels (i.e., employee only, employee + 1 and employee + family). Employees are responsible for the remaining fifty percent (50%) of any premium increases for the CalPERS Kaiser Bay Area plan. Employees electing medical plans and coverage levels that exceed the City’s maximum contribution are responsible for paying the difference through automatic payroll deduction.

10.2.3 Opt Out Election
Effective May 1, 2018, an employee who has medical insurance coverage as a result of being an eligible dependent of another City employee, who has medical insurance coverage as an eligible dependent of a person employed elsewhere, or who otherwise has medical insurance coverage, may elect not to participate in the medical insurance plans offered by the City and may elect to receive $500 per month in lieu of the amount the City would otherwise contribute for medical insurance for the employee. To elect cash in lieu, the employee must sign a waiver of medical insurance coverage provided by the City and provide proof of medical insurance coverage to Human Resources annually before the end of the open enrollment period.

10.3 Dental Plan
The City shall pay the cost of providing each eligible employee and his/her eligible dependents dental care benefits under a group insurance plan. Orthodontic care is included in the group Attachment #3 Agenda Report Page 57
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policy, and covers up to 70% of the cost for adults and children (lifetime maximum of $5,000).

10.4 Vision Plan
The City shall provide and pay the cost of providing each eligible employee and his/her eligible dependents vision coverage under a group insurance plan.

10.5 Life Insurance and Accidental Death and Dismemberment Insurance The City shall pay the cost of providing each employee with a group term life insurance policy in effect at the time of this resolution in an amount equal to twice the employee’s gross salary, rounded to the nearest one thousand dollar ($1,000) increment. The City shall also provide and pay for Accidental Death and Dismemberment insurance. The City’s payment shall cease upon the employee’s separation from City service, but the employee may elect to retain such policy (if conversion is available) at his/her sole expense.

10.6 Disability Insurance
The City shall continue in effect at no cost to the employee, the salary continuance disability insurance policy in effect at the time of this resolution or any other such successor program which provides essentially comparable benefit, providing disability benefits equal to sixty (60) percent of any employee’s current gross salary following a sixty (60) day absence due to non-job related injury or illness.

Effective January 1, 2002, the Recreation/Childcare Employees Group elected to have State Disability Insurance (SDI) withholding. Employee’s wages are subject to State Disability Insurance withholding under Section 710.5 of the California Unemployment Insurance Code.

10.7 Employee Assistance Plan
The City shall provide an Employee Assistance Plan at no cost to the employee.

10.8 Alternative Coverage
In the event that it may be possible to provide an alternative life insurance, dental coverage, or vision coverage providing comparable or superior benefits without additional cost to the city or the employees, the City may substitute or add alternate plans and or insurance carriers.

10.9 Retiree Medical Insurance - Employees Hired Before May 1, 2018

10.9.1 For current employees hired before May 1, 2018, who retire from the City while meeting the eligibility requirements for CalPERS retiree health insurance, the City shall pay directly to CalPERS the PEMHCA minimum as determined by CalPERS under Government Code Section 22892. In addition, the City shall make available a Retiree Health Reimbursement Arrangement (HRA). Through the HRA, the City will continue to provide to eligible CalPERS annuitants monthly contributions for medical insurance premiums according to the following formula: (# of years City has contracted w/PEMHCA) x (5%) x (City’s contribution for active employees).

The City’s contribution for annuitants is adjusted annually according to this formula and the annual adjustment to the minimum monthly employer contribution cannot exceed $100.00. The amount paid by the City on behalf of annuitants and/or their Attachment #3 Agenda Report Page 58
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eligible survivors shall increase annually under this formula until the City’s contributions for annuitants and active employees are the same.

For 2021As of July 1, 2025, the City’s contributions for annuitants are as follows:

Kaiser Premium: Total
Employer
Contribution
% of
Premium
Retiree Pays
Employee $813.64 $813.64 100.00% $0.00
Employee +
1 $1,627.28 $1,627.28 100.00% $0.00
Employee +
Family
$2,115.46 $2,115.46 82.59% $368.20
Coverage:

Kaiser
Premium:

Total Employer
Contribution:
% of
Premium:

Retiree
Pays:

Retiree $1,112.90 $1,075.49 96.64% $37.41
Retiree + 1 $2,225.80 $2,150.99 96.64% $74.81
Retiree + family $2,893.54 $2,147.26 74.21% $746.28

10.9.2 Effective August 1, 2012, all active employees who will be eligible for retiree medical benefits described in this Section 10.9 will have the City reduce their pay by $50 semimonthly by payroll deduction and have the City contribute such amounts to retiree benefits.

10.10 Retiree Medical - Employees Hired On or After May 1, 2018 For employees hired on or after May 1, 2018, the City’s maximum contribution toward CalPERS retiree medical coverage shall be the PEMHCA minimum contribution as determined by CalPERS under Government Code Section 22892. Employees hired on or after May 1, 2018, are not eligible for the Retiree HRA described in Section 10.9.

SECTION 11 - LAYOFF
An employee being laid off shall receive thirty (30) calendar days notice of his/her layoff. Should the City Council elect to have a reduction in personnel, the affected employee(s) who have completed one or more year(s) of service shall receive 30 days severance pay.

A laid off employee shall have the right of recall to their former position for a period of one year following the layoff. Said employee must keep the city notified of his/her current address.

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SECTION 12 - MISCELLANEOUS PROVISIONS

12.1 Professional Development Reimbursement
The City shall reimburse an employee for tuition and books for courses of study taken at an approved and accredited college or junior college during non-work hours. Additionally, the City encourages and supports staff to pursue, during non-work hours, professional development training in order to increase their job skills and knowledge for their current position or advancement opportunities. A variety of professional development activities can be reimbursed, such as fees for workshops, seminars, or adult school classes.

12.2 Coordination With Personnel Rules
This statement of compensation and benefits Resolution shall be considered supplemental to the provisions of the City Personnel Rules, which are hereby made part of this document by reference thereto. In the event of any conflict between the Personnel Rules and this statement of benefits Resolution the former shall prevail.

12.3 Class B Operators License
At the discretion of the City, the City may require the employees of this Group to hold a Class B vehicle operator’s license. In the event that an employee is required to hold a Class B vehicle operator’s license, the City shall pay all of the direct costs associated with acquiring and maintaining such license.

12.4 Child Care Programs
The children of the employees covered by this Resolution are eligible to attend the Skipping Stones, Kinder Konnex, Camp Everything and Schoolmates program at no charge. Eligibility to attend these programs are based upon availability.

12.5 Employee Parking Passes
Full time employees are eligible for employee parking passes. Due to limited employee parking spaces, employees will first attempt to park in the designated recreation parking lot, located at the corner of Magnolia and Bonita Avenue.

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Appendix A
Recreation/Childcare Group
Effective 7/1/2025
%
Increase
Step 1
0‐12 Mo
Step 2
13‐24 Mo
Step 3
25‐36 Mo
Step 4
37‐48 Mo
Step 5
49‐60 Mo
Step 6
61‐72 Mo
Step 7
Thereafter
Asst Childcare Program Coordinator 3.25% $5,180.05 $5,438.18 $5,709.73 $5,995.73 $6,296.19 $6,604.90 $6,935.30 Recreation Program Coordinator

11.42% +

3.25% $5,771.61 $6,059.22 $6,361.78 $6,680.44 $7,015.21 $7,359.18 $7,727.31 Effective 7/1/2026
%
Increase
Step 1
0‐12 Mo
Step 2
13‐24 Mo
Step 3
25‐36 Mo
Step 4
37‐48 Mo
Step 5
49‐60 Mo
Step 6
61‐72 Mo
Step 7
Thereafter
Asst Childcare Program Coordinator 3% $5,335.45 $5,601.33 $5,881.02 $6,175.60 $6,485.08 $6,803.05 $7,143.36 Recreation Program Coordinator 3% $5,944.76 $6,241.00 $6,552.63 $6,880.85 $7,225.67 $7,579.96 $7,959.13 Effective 7/1/2027
%
Increase
Step 1
0‐12 Mo
Step 2
13‐24 Mo
Step 3
25‐36 Mo
Step 4
37‐48 Mo
Step 5
49‐60 Mo
Step 6
61‐72 Mo
Step 7
Thereafter
Asst Childcare Program Coordinator 3% $5,495.51 $5,769.37 $6,057.45 $6,360.87 $6,679.63 $7,007.14 $7,357.66 Recreation Program Coordinator 3% $6,123.10 $6,428.23 $6,749.21 $7,087.28 $7,442.44 $7,807.36 $8,197.90 Effective 7/1/2028
%
Increase
Step 1
0‐12 Mo
Step 2
13‐24 Mo
Step 3
25‐36 Mo
Step 4
37‐48 Mo
Step 5
49‐60 Mo
Step 6
61‐72 Mo
Step 7
Thereafter
Asst Childcare Program Coordinator 3% $5,660.38 $5,942.45 $6,239.17 $6,551.70 $6,880.02 $7,217.35 $7,578.39 Recreation Program Coordinator 3% $6,306.79 $6,621.08 $6,951.69 $7,299.90 $7,665.71 $8,041.58 $8,443.84 Attachment #3 Agenda Report Page 61
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BE IT FURTHER RESOLVED that Resolution No. 63-1861B-2024 is hereby rescinded, and that this Resolution shall constitute the sole statement of compensation and benefits for the Recreation/Childcare Employees Group through June 30, 20295.

I certify that the foregoing resolution was passed and adopted at a regular meeting of the Piedmont City Council on December 20, 2021, by the following vote:

Ayes: Andersen, Cavenaugh, King, McCarthy, Rood
Noes: None

Absent: None
Attest:_____________________________________
John O. Tulloch, Assistant City Administrator/City Clerk Attachment #3 Agenda Report Page 62

Piedmont City CouncilOctober 20, 2025

Piedmont City Council
October 20, 2025